SERVICE TRADES
COUNCIL UNION AGREEMENT

FOR FULL TIME EMPLOYEES

Effective 5/2/04 to 4/28/07

ARTICLE 1 - PREAMBLE

THIS AGREEMENT entered into this 2nd day of May
2004, by and between WALT DISNEY WORLD CO., hereinafter called
"COMPANY" and the SERVICE TRADES COUNCIL UNION, on behalf of
signatory International and Local Unions, whose names are subscribed hereto and
who have, through its duly authorized officers, executed this Agreement,
hereinafter called "UNION".

ARTICLE
2 ‑ PURPOSE

WHEREAS, the
operation and service of the Company's Walt Disney World Resort will require a
large number of employees, and the orderly and uninterrupted operation of Walt
Disney World Resort is of significant interest to the economy of the State of
Florida and of the mutual interest of the parties hereto, and it is the purpose
of this Agreement that all work shall proceed efficiently, without
interruption, and with due consideration for the protection of labor standards,
wages and working conditions; and

WHEREAS, employees have the right to
organize and bargain through representatives of their own choice;

THEREFORE, the parties hereto have entered into this
Agreement to recognize the Union to establish fair wages, working conditions
and benefits and to put into practice effective and binding methods for the
settlement of all misunderstandings, disputes or grievances that may arise
between the parties hereto, to the end that the Company is assured complete
continuity of operation and that Labor‑Management peace is maintained and
employees are guaranteed Union rights and protection as provided by this
Agreement.

ARTICLE 3 -
RECOGNITION

The Company
recognizes the Service Trades Council Union as the sole and exclusive
collective bargaining representative of all of the Company's Full-Time
employees who are in the classification of work listed in Addendum
"A" at Walt Disney World Resort in Bay Lake, Florida, but excluded
are all other employees, Security Hosts and supervisors as defined in the Labor
Management Relations Act of 1947, as amended.

This Agreement does not apply to or in any way affect Reedy
Creek Improvement District, Concessionaires (as defined in Section 4 of Article
6) who engage their own employees; Buena Vista Construction Company; Buena
Vista Distribution Co. Inc., or any other present or future division or
subsidiary of The Walt Disney Company except as specifically set forth in
Section 1 of this Article.Also excluded
are classifications described in Addendum "B" except as otherwise
specifically stated therein.

ARTICLE 5 - MANAGEMENT RIGHTS

SECTION 1.MANAGEMENT RIGHTS

Except as expressly and clearly limited by the terms of this
Agreement, the Company reserves and retains exclusively all of its normal and
inherent rights with respect to the Management of the business, including but
not limited to, its right to select and direct the number of employees assigned
to any particular classification of work; to subcontract work, to establish and
change work schedules and assignments; to lay off, terminate or otherwise
release employees from duty for lack of work or other just cause; to make and
enforce rules for personal grooming, and the maintenance of discipline; to
discontinue conduct of its business or operations in whole or part; to institute
technological changes, including but not limited to, work automation processes and
otherwise to take such measures as Management may determine to be necessary to
the orderly, efficient and economical operation of the business.

SECTION 2.BUSINESS SEGMENT
DISCONTINUATION/SALE OR LEASE OF ASSETS

(a)The Company may
discontinue business segments or sell/lease physical assets which include the
operations without notification to or bargaining with the Union
regarding the decision to discontinue, sell or lease.The parties agree and understand that the
sale or lease of a physical asset may result in the continuance of operations
by the third party at the Walt Disney World Resort and that such continuance of
operations associated with the asset does not constitute subcontracting as
defined in Article 29.

Should such discontinuation/sale/lease affect any positions
covered by this Agreement, the Company will provide the Union with at least
sixty (60) days notice prior to the completion of the transaction and, upon
request, meet and negotiate in good faith with the Unions to the full extent
required by law with regard to the effect of the transaction on employees
covered by this Agreement, including, but not limited to, severance conditions,
transfer within the unit, and/or the potential for continued employment with
the purchaser.It is understood,
however, that agreement between the parties as a result of such negotiations is
not a prerequisite to the completion of the transaction at any time after the
sixty (60) days have elapsed.

(b)Should the
Company subsequently re-acquire and begin to operate a business segment
previously discontinued, sold, or leased pursuant to 2(a) above, such business
segment shall automatically be included within the Scope of the Agreement
defined in Article 4, Section 1.

ARTICLE 6 ‑
WORK STOPPAGES AND LOCKOUTS

SECTION 1.NO STRIKE ‑ NO LOCKOUT

During the existence of this Agreement, there shall be no
strikes, picketing, work stoppages or disruptive activity by the Union or by an employee, and there shall be no lockout by
the Company.

SECTION 2.FAILURE TO CROSS PICKET LINE ‑
VIOLATION OF AGREEMENT

Failure of any employee covered by this Agreement to cross
any picket line established at the Walt Disney World Resort is a violation of
this Agreement.In applying the
provisions of this section, however, it is not the intention of the Company to
require employees to cross a picket line if, after a reasonable effort to gain
entry has been made, it is apparent that such entry will result in physical
violence or injury to the employees.

The Union shall not
sanction, aid or abet, encourage or condone a work stoppage, strike or
disruptive activity at the Walt Disney World Resort and shall take all possible
steps to prevent or to terminate any strike, work stoppage or disruptive
activity.No employee shall engage in
activities that violate this Article.Any employee who participates in or encourages any activities which
interfere with the normal operation of Walt Disney World Resort shall be
subject to disciplinary action, including discharge.The Union
shall not be liable for acts of employees for which it has no
responsibility.The failure of the
Company to exercise this right in any instance shall not be deemed a waiver of
this right in any other instances, nor shall the Company's right to discipline
all employees for any other cause be in any way affected by this Section.

SECTION 4.DISPUTES WITH
CONCESSIONAIRES

Disputes between the Union parties hereto and any
concessionaire operating in Walt Disney World Resort shall be so handled as not
to interfere with the Company's business or the business of any concessionaire
not a party to such disputes.No
picketing or concerted action against any one or more of the concessionaires
will be conducted at Walt Disney World Resort."Concessionaire" as used herein, includes a concessionaire and
also a licensee, exhibitor, participant, sponsor, contractor, subcontractor or
lessee.In the event any other
organization pickets at or near Walt Disney World Resort, the Unions signatory
hereto agree that such picket line so far as they and the employees they
represent are concerned shall not affect the operation of the Company or
concessionaires who are not involved in the dispute.

SECTION 5.EXPEDITED
ARBITRATION FOR ARTICLE 6

Any party to this Agreement may institute the following
procedure in lieu of or in addition to any other action at law or equity, when
a breach of this Article is alleged.

(a)The party
invoking this procedure shall notify the permanent Arbitrator.In the event the permanent Arbitrator is
unavailable, he/she shall appoint his/her alternate.Notice to the Arbitrator shall be by the most
expeditious means available, with a notice by facsimile and/or e-mail to the
Business Manager of the Union alleged to be in
violation of the Agreement, and a copy of the facsimile and/or e-mail to the
Union Co‑Chairman of the Management‑Union Committee.

(b)Upon receipt of said notice, the Arbitrator
named above or his/her alternate shall set and hold a hearing within twenty‑four
(24) hours.

(c)The Arbitrator
shall notify the parties by facsimile and/or e-mail of the place and time
he/she has chosen for this hearing.Said
hearing shall be completed in one session with appropriate recesses at the
Arbitrator's discretion.A failure of
any party or parties to attend said hearing shall not delay the hearing of
evidence or issuance of an Award by the Arbitrator.

(d)The sole issue at
the hearing shall be whether or not a violation of this Article has in fact
occurred and the Arbitrator shall have no authority to consider any matter in
justification, explanation or mitigation of such violation or to award damages,
which issue is reserved for court proceedings, if any.The Award will be issued in writing within
three (3) hours after the close of the hearing, and may be issued without an
Opinion.If any party desires an
Opinion, one shall be issued within fifteen (15) days, but its issuance shall
not delay compliance with, or enforcement of the Award.The Arbitrator may order cessation of the
violation of this Article and other appropriate relief, and such Award shall be
served on all parties by hand or registered mail upon request.

(e)Such Award may be
enforced by any court of competent jurisdiction upon filing of this Agreement
and all other relevant documents referred to herein above, in the following
manner:

Notice of the filing of such enforcement proceedings shall
be given to the other party by facsimile and/or e-mail.

In the proceeding
to obtain a temporary order enforcing the Arbitrator's Award as issued under
Section 5(d) of this Article, all parties waive the right to a hearing and
agree that such proceeding may be ex parte.Such Agreement does not waive any party's rights to participate in a
hearing for a final Order of Enforcement.The Court's Order or Orders enforcing the Arbitrator's Award shall be
served on all parties by hand or by delivery to their last known address or by
registered mail.

(f)Any rights
created by Statute or law governing arbitration proceeding inconsistent with
the above procedure, or which interfere with compliance thereof, are hereby
waived by the parties to whom they accrue.

(g)The fees and expenses of the Arbitrator shall
be divided equally between the moving party or parties and the party or parties
responded.

ARTICLE 7 ‑
NEW EMPLOYEE SELECTION

SECTION 1.NOTIFICATION

The Company agrees to notify the appropriate affiliate Union
of all WALT DISNEY WORLD Service Trades unit needs for employees and will
provide the Union with equal opportunity to
provide applicants for such jobs.When
applicable, the Company will request referrals by specifying the type of
qualifications and skills required.

SECTION 2.UNION REFERRALS

The Union will refer
employees on a non-discriminatory basis.

SECTION 3.COMPANY RESPONSE TO REFERRALS

The Company will respond to all Union referrals, as to hires
or rejections, by completing and returning referral cards.

ARTICLE 8 –
NON-DISCRIMINATION

SECTION 1.UNION ACTIVITIES

The Company and the Union
agree that there shall be no discrimination against any employee due to Union
activities or affiliation.

SECTION 2.NON-DISCRIMINATIONAND NON-RETALIATION

The Company and the Union
agree there shall be no discrimination against any employee or prospective
employee due to race, color, creed, sex, age, sexual orientation, national origin,
religion, marital status, disability or on any basis prohibited by federal or
state legislation. The parties further agree to support Affirmative Action efforts.

The Company and the Union
agree there shall be no retaliation against an individual who has made a good
faith complaint about violation of the Company’s Equal Employment Opportunity
and Harassment policies, or has cooperated with an investigation into a
complaint of violation of these policies.Employees who believe they have been harassed, discriminated against or
retaliated against, in violation of the above stated policies, should promptly
report the facts of the incident and the name of the person involved to the
Human Resource Department, Employee Relations Department, or Union
Representative.

SECTION 3.AMERICANS WITH DISABILITIES ACT

The Company and the Union
acknowledge the reasonable accommodation commitment of the Americans with Disabilities
Act and the protected status of qualified applicants and employees with
disabilities.Nothing in this Agreement
shall be construed as intended to be a barrier to reasonable accommodation to
qualified persons with disabilities, provided any proposed accommodation is
reasonable and does not unnecessarily usurp the legitimate rights of other
employees under this Agreement.In this
regard, the Company and the Union commit to
meet to resolve potential conflicts between the Americans with Disabilities Act
and the Agreement.

SECTION 4.LANGUAGE DISCLAIMER

For purposes of this Agreement, references to employees in
the masculine gender shall be deemed to apply equally and without distinction
or discrimination to the female gender.

ARTICLE 9 ‑
UNION ACTIVITY AND CHECK‑OFF

SECTION 1.UNION SOLICITATION

Solicitation for Union purposes by the Union shall not take
place on working time, in working areas, in public areas, nor in the tunnel
complex (except in break areas contained there), but may be conducted in
non-working areas and on non-working time in parking areas, break areas, and
lunch rooms.

SECTION 2.ACCESS OF UNION REPRESENTATIVES TO
PREMISES

Representatives of the signatory Unions, designated in
writing to the Company by the Union, shall be
permitted to enter the non‑public areas of the Walt Disney World Resort for
the purpose of determining that this Agreement is being complied with by the
Company and for the presentation and handling of grievances.Such representatives, who shall not be more
than a total of fifty (50) in number at any one time, unless mutually agreed
otherwise, shall comply with the current access regulation and security
regulation of the Company, as furnished to each Union Representative by the
Company, and shall not interrupt the performance of employee work assignments.

SECTION 3.UNION
ACCESS PROCEDURES

(a)Union
Orientation.The Company agrees that
it will allow a Union Representative access to new regular Full-Time bargaining
unit employees at orientation for twenty (20) minutes to introduce their
organization and distribute Union literature.The Company will provide the Union with
a room of adequate size to accommodate the group, equipped with sufficient
tables and chairs.The Company will
reserve this room on a priority basis for the Union's
use.Storage space will also be provided
for the Union's projector.Any change in the scheduling of Union
Orientation will be discussed with the Union
in advance.However, the time allotted
for Union access will not be at the end of an orientation day.

(b)Conversion to
Full-Time.The Union
will be allowed access to those casual employees who convert to regular Full-Time
status.The names and work locations of
individuals or small groups who convert to regular Full-Time status will be
made available to the Union on a monthly
basis, upon conversion, to allow access through the "one-on-one"
procedure.When large numbers of
employees are converted to regular Full-Time status and operating efficiency
permits, the Union may conduct a group
orientation meeting in lieu of the "one-on-one" procedure.These meetings will be held in the respective
operating areas.

(c)One-on-One
Meetings.Authorized Business Agents
will be granted access to non-members in their respective work locations.Such access/contacts will be subject to the
following guidelines and restrictions:

(1)The
Union may mail, distribute or request
supervision to distribute a solicitation letter to non-members within a work
department/location, provided a distribution list is furnished to the Company,
or in the alternative, provide the Company with the distribution list and
letters for distribution.If the Union notifies the Company the mail option is elected,
the Company will furnish the addresses of non-members.Supervision will neither encourage or
discourage employees from electing to meet with the Union.

(2)The
letter will not be disparaging to the Company and will clearly indicate that
the employee has the option to meet or not meet with the Union.

(3)The
Company will schedule one-on-ones for employees who return a signed letter to
the Union indicating the desire to meet with the Union.

(4)Meetings
will be conducted on Company time on a mutually convenient schedule.The location of the meeting site will vary
from area to area.Contact should be out
of the guest area, but reasonably accessible to the work location.Supervision and other employees should remain
away from the meeting area to afford as much privacy as possible.

(5)Meetings
should be kept to a reasonable limit (5-10 minutes), and Supervision shall be
responsible for monitoring this time.

(6)Contacts
under this Section will be limited to one meeting per employee.

SECTION 4.SHOP STEWARD OR ALTERNATE

(a)The Union
shall have the right to designate Shop Stewards in an amount mutually agreed
upon by the parties.The number of Shop
Stewards may be changed by mutual agreement of the parties.The local Union
shall, in writing, notify the Employee Relations office of the Company as to
the identity of the designated Shop Steward.The Shop Steward shall have the right to receive, but not to promote,
complaints or differences and to discuss and assist in the adjustment of the
same with the appropriate supervisor on Company property without loss of pay
during his/her regular working hours.The Company will not discriminate against the Shop Steward in the proper
performance of his/her Union duties provided that such duties do not
unreasonably interfere with his/her regular work or with the work of other
employees and he/she shall not leave his/her work station without first
notifying his/her appropriate Supervisor as to his/her intent, the reason
therefore, where he/she can be reached and the estimated time he/she will be
gone.

(b)Where the complaint or difference involves
more than one (1) employee, it must be presented to Management by the Shop
Steward and one (1) employee for the employees involved unless presented
outside of regular working hours, or unless the Division Head involved gives
permission for other additional employees to attend such presentation.

(c)The Company
agrees to notify the affiliated Union in the
event a Shop Steward is transferred to a different work area/location.Shop Stewards shall have super seniority for
the purpose of layoff, recall, and furlough only.In the event of the layoff or discharge of a
Shop Steward, the Company will notify the Union Office in advance of the termination.Failure of the Union
to provide the Company with an up‑to‑date listing of Stewards will
relieve the Company's obligation of notification.

(e)The Steward shall promote harmonious
relations between the Company and employees.All new employee trainer checklists will include a notation regarding
the introduction/identification of the Shop Steward for the new employee by the
Trainer.

SECTION 5.CHECK‑OFF

The Company agrees to withhold from the wages on each
payroll week uniform weekly membership dues, initiation fees and/or service
charges for each employee who signs and submits an authorization card.The Company shall forward such dues to the
certified financial secretary or other properly designated official of the Union on or before the third week following the last week
in the month in which the dues are deducted.The Company shall also forward an electronic check-off report which
lists employee name, social security number, statused
origin/department/location, and the amount of the deduction.

The Union agrees to
indemnify and save the Company harmless against any and all claims, suits or
other forms of liability arising out of the deduction of money for Union dues
from employees' pay.The Union assumes
full responsibility for the disposition of the monies so deducted once they
have been turned over to the certified financial secretary or other properly
designated official of the Union.

So that all parties to this agreement may benefit from a
more efficient and less costly dues billing and remittance policy, the
following shall apply:

The Company agrees to meet with those Unions capable of
electronic dues processing in an attempt to reach agreement over a mutually
agreed format for the processing of dues billing and remittance and the
electronic transfer of funds.

SECTION 6.MONTHLY REPORTS

(a)The Company
agrees to provide each affiliate with a monthly member/non-member list for
their portion of the bargaining unit.The list shall include each employee's full name, social security
number, phone number, rate of pay, and address.The information will be provided electronically in alphabetical order by
origin, department and work location and shall indicate the employee's Union or non-Union status.

(b)The Company
agrees to provide each affiliate with a monthly seniority list for their
portion of the bargaining unit.The list
shall include each employee's full name, social security number and date of
hire.The information will be provided
electronically in order of seniority by origin, department and work location.

(c)The Company
agrees to provide each affiliate with a monthly list of status changes, into
and out of the bargaining unit.The list
shall include employees who convert from any status to: Casual Regular,
Full-Time, Casual Temporary, Retirement, voluntary termination, or any other
status change.The list shall also
include any employees who transfer from one bargaining unit into another.The information will be provided
electronically in alphabetical order by origin, department and work location
and shall indicate the employee’s Union or
non-Union status.

SECTION 7.POLITICAL ACTION COMMITTEE (PAC) FUND

The Company agrees to deduct weekly voluntary contributions
to the political action fund of each affiliate Union
from the paycheck of all employees covered by the STCU Agreement.Those employees must notify the Company in
writing of his/her desire to have such contributions deducted and the amounts
designated from his/her paycheck.The
Company shall transmit to each such affiliate’s fund on a monthly basis, in one
check, the total amount deducted along with an electronic report of the name of
each employee on whose behalf a deduction is made, the employee’s social
security number and the amount deducted from the employee’s paycheck.

The STCU and the affiliate Unions agree to indemnify and
save the Company harmless against any and all claims, suit or other forms of
liability arising out of the deduction of money for voluntary political
deductions from employee’s pay.Each
affiliate Union assumes full responsibility
for the disposition of the monies so deducted once they have been turned over
to the fund.

ARTICLE 10 ‑ HOURS OF WORK

SECTION 1.PAYROLL WEEK

A payroll week is a period of seven (7) days starting at 8:00 a.m. on each Sunday and ending at
8:00 a.m. on the same day in
the following week.

SECTION 2.WORK WEEK

(a)The work week shall
consist of twenty-five (25) to forty (40) hours in the seven (7) day period
starting at 8:00 a.m. on
each Sunday and ending at 8:00 a.m.
on the same day in the following week.This shall constitute the regularly scheduled work week but is not a
guaranteed work week.

(1)Five Day Work
Week.Employees scheduled on a five
(5) day work week will not be involuntarily scheduled less than thirty-two (32)
hours per week during their five (5) regularly scheduled work days.

(2)Four Day Work
Week.Employees scheduled on a four
(4) day work week will not be involuntarily scheduled less than eight (8) hours
per day during their four (4) regularly scheduled work days.Employees who regularly work a four (4) day
work week, will not be intermittently assigned to a five (5) day work week.

(b)The Company
commits to maximize the straight-time hours worked by Full-Time employees by
providing as many 35 to 40 hour schedules as possible, consistent with
efficient operations.

(c)On an annual
basis, January 1 through December 31, seventy-five percent (75%) of all
non-tipped Full-Time employees who are employed for this entire time period
shall be guaranteed 1,800 paid hours.These hours shall include straight-time, overtime, and benefit
hours.Employees who have taken leaves
of absence or have been laid-off/furloughed shall be prorated for the 1,800
hour calculation.

SECTION 3.PAYROLL DAY

A payroll day is a period of twenty‑four (24) hours
starting at 8:00 a.m. and
ending at 8:00 a.m. on the
following day.

SECTION 4.WORK DAY

A regularly scheduled work day shall consist of a minimum of
four (4) or more hours.This shall also
apply to mandatory meetings employees are required to attend.

SECTION 5.WORK SCHEDULE

The Company shall adhere to seniority in establishing work
schedules in a department, location or scheduling pool unless required to
deviate for reasons of dependability, skills, abilities, and experience of
employees and/or for the orderly and uninterrupted operation of the
Company.Any deviation from seniority in
these areas will be discussed with the Union.The determination of an employee's
qualifications as used herein shall be made by the Company.Any dispute arising under this Section shall
be subject to the grievance procedure.Any employee will be assigned any combination of two (2) consecutive
days off within a seven (7) day period.An
employee will be notified in writing at least five (5) days in advance of any
change in such assignment, except in the case of an emergency or operational
necessity.One example is shown below
with the third day (Tuesday) and the fourth (Wednesday) as days off.

EXAMPLE:

Payroll
Day

1

2

3

4

5

6

7

Work Day

S

M

T

W

Th

F

S

Assigned Days Off

W

W

OFF

OFF

W

W

W

SECTION 6.LUNCH PERIOD

A minimum time of
one‑half (1/2) hour to a maximum of one (1) hour unpaid lunch period as
near as practicable to the mid‑point of the regularly scheduled shift
will be assigned to each employee.An
additional one‑half (1/2) hour unpaid lunch period will be guaranteed to
an employee who works at least six (6) consecutive hours beyond the end of
his/her regularly scheduled shift.

SECTION 7.REST PERIOD

Each employee will be allowed a fifteen (15) minute rest
period for each four (4) hours of work. Employees who work ten (10) or more
hours will receive an additional fifteen (15) minute rest period.The Company may schedule the rest period in
accordance with its needs.Rest periods
will be provided as nearly as possible to the middle of each half of an eight
(8) hour shift or near the middle of short four (4) or six (6) hour shifts unless
otherwise agreed to by the parties.An
additional fifteen (15) minute rest period will be guaranteed to an employee
who works at least four (4) consecutive hours beyond the end of his/her
regularly scheduled shifts.When the
Company fails to provide a break(s), the employee will receive an additional fifteen
(15) minutes pay at the appropriate rate for each missed break, or be released
from shift fifteen (15) minutes early for each missed break.

SECTION 8.DRESS AND TRAVEL TIME

(a)Employees at MagicKingdom
(excluding employees assigned or statused to Transportation and Ticket
Center/Main Entrance areas), will receive ten (10) minutes per shift paid dress
and travel/walk time.Employees will be
released ten (10) minutes prior to the end of their shifts to compensate them
for this dress and travel/walk time allowance.

(b)With the exception of the ten (10) minutes per shift paid dress and
travel/walk time set forth above, it is the understanding of the parties that
an employee will not receive dress and/or travel/walk time pay because the
employee is not required to dress on property.Whenever operational necessity dictates that Employees be required to
park at distant locations other than their assigned parking areas, and are
required to take Company provided transportation, the Employees will be paid
ten (10) minutes per shift, or will be released from their shift ten (10)
minutes prior to the end of their shift.

ARTICLE 11 - OVERTIME

SECTION 1.MANAGEMENT RESPONSIBILITY

It shall be the responsibility of Management to determine
in each instance if overtime work is required, and if so, how many employees
will be required to perform the work.

SECTION 2.DISTRIBUTION OF OVERTIME WORK

All overtime work, including special event overtime, shall
normally be distributed to employees who work in the job classifications in the
areas which normally engage in the work, under the following guidelines:

(a)Distributed as
equitably as reasonably practical;

(b)Distributed first
to qualified, available employees in the work area and then to qualified,
available employees regularly assigned to the work area before distribution
outside the work area.

SECTION 3.INVOLUNTARY OVERTIME

Junior, qualified, available, on-shift employee(s) will be
required to work involuntary overtime.The Company will make every effort to give the employee as much notice
as reasonably possible of the involuntary overtime.Additionally, no employee will be required to
work involuntarily more than fourteen (14) consecutive days.

SECTION 4.TIME AND ONE-HALF

(a)Five Day Work
Week

(1)Employees who
work on either the first or second of their two (2) scheduled days off will be
paid at the rate of time and one-half (1½) their regular straight-time rate,
provided such employees have worked five (5) work days in the work week if work
is available to them.For purposes of
this provision, early releases (ER’s) and authorized days off (ADO’s) shall constitute a
day worked.Additionally, if an employee
reports to work late for his/her scheduled shift, or has a release of shift
(ROS), the portion of the scheduled hours not worked must be worked prior to
the overtime rate commencing on either the first or second of their two (2)
scheduled days off for purposes of this provision.

(2)Employees Who
Work Over Eight (8) Consecutive Hours.The Company shall pay time and one-half (1½) for all consecutive hours
worked in excess of eight (8) hours.

(b)Four Day Work
Week

(1)Employees who
work on either the first, second, or third of their three (3) scheduled days
off will be paid at the rate of time and one-half (1½) their regular
straight-time rate, provided such employees have worked four (4) work days in
the work week if work is available to them. For purposes of this provision,
early releases (ER’s) and authorized days off (ADO’s) shall constitute a day worked.
Additionally, if an employee reports to work late for his/her scheduled shift, or
has a release of shift (ROS), the portion of the scheduled hours not worked
must be worked prior to the overtime rate commencing on either the first,
second, or third of their three (3) scheduled days off for purposes of this
provision.

(2)Employees Who
Work Over Ten (10) Consecutive Hours.The Company shall pay time and one-half (1½) their regular straight-time
rate for all consecutive hours worked in excess of ten (10) hours.

(c)Over Forty
Hours in Payroll Week.Employees
shall be paid one and one-half (1½) times their regular straight-time hourly
rate for all hours worked in excess of forty (40) hours in any one payroll
week.

SECTION 5.DOUBLE TIME

(a)The Company will
pay double time for all hours commencing with the fifteenth (15th) cumulative
hour when an employee is scheduled or required to work more than fourteen (14)
consecutive hours.When an employee
voluntarily pursues a shift, which results in working more than fourteen (14)
consecutive hours, this double time provision does not apply and the employee
will be paid time and one-half.

(b)Consistent with
the provisions of Section 4 (a) and (b) above, employees who are required to
work seven (7) consecutive days in the work week, will be paid at the rate of
double time their regular straight-time rate for the seventh (7th) day.When an employee voluntarily pursues an
additional shift on a seventh (7th) consecutive day, this double time provision
does not apply and the employee will be paid time and one-half.

SECTION 6.TURNABOUT PAY

(a)Employees
returning from a straight‑time shift with less than eight (8) hours time
off from the end of the previous shift will be paid overtime commencing with
the ninth (9th) cumulative hour.

(b)An employee will return at the applicable
overtime rate when returning from an overtime shift with less than eight (8)
hours time off from the end of the previous shift.

(c)The Company will
pay double time for all hours commencing with the fifteenth (15th) cumulative
hour when an employee has worked more than fourteen (14) consecutive hours. When an employee voluntarily pursues both the
shift prior to and following the less than eight (8) hour turnabout period,
this double time provision does not apply and the employee will be paid time
and one-half.

(d)If an employee is
released from work with less than eight (8) hours until the beginning of the
next shift, but remains on call, a sleeping room will be provided and the non‑work
period will be paid at the applicable rate.

(e)When there are
two (2) hours or less between two (2) shifts, the time between shifts will be
treated as continuous time and will be paid at the applicable rate, except when
an employee pursues an additional shift outside of his/her own department on
his/her own volition.The aforementioned
exception will not be applicable for special events and private parties.

(f)Hours worked
during an employee's regularly scheduled shift, regardless of the rate of pay
received, shall be used for the computation of overtime for hours worked in
excess of forty (40) in a payroll week as provided in Article 11, Section 4 (c).

(g)If an employee is
released from work with eight (8) or more hours until the beginning of the next
shift, the provisions of this section will not apply.

ARTICLE 12 ‑ JOB CLASSIFICATIONS AND
WAGE RATES

SECTION 1.SCHEDULE OF WAGE RATES

The job classifications and rates of pay which shall prevail
during the term of this Agreement are set forth and contained in Addendum
"A" attached hereto and considered in all respects to be a part of
this Agreement.

SECTION 2.RATES FOR NEW JOBS

If the Company hereafter establishes any new or
substantially changed job classifications or work operation, prior to the
implementation of any new or substantially changed job classification or work
operation, the Company will discuss such action with the Union.The new job classification and wage rate for
such new job classification will be established by the Company.If the Union does not agree with the rate for
the job classification, the Union shall submit
a written grievance at the Third (3rd) Step of the Grievance Procedure within
fourteen (14) calendar days after installation of the new rate.In the event any higher rate is agreed upon
through the Grievance Procedure or arbitration, it shall be effective
retroactively as of the date the job classification was installed.

SECTION 3.NIGHT
SHIFT DIFFERENTIAL

If an employee is scheduled to commence work at or after
10:00 p.m. and on or before 4:00 a.m., or more than 50% of his/her work shift
is between midnight and 6:00 a.m., he/she will be paid a differential of sixty
cents ($.60) per hour in addition to his/her straight time rate for his/her
scheduled work day.

SECTION 4.REPORT PAY

(a)Employees who
report for work and who were not given prior notice not to report for work, and
who are not put to work, will be given two (2) hours pay.

(b)Employees who
report for work and are put to work will be paid their full shift if they are
sent home before the end of their regular shift.

(c)No report pay
will be due an employee if work is not available for him, due to conditions beyond
the control of the Company, such as fire, flood, hurricane, or other Act of
God, civil disturbances, picketing and threats of harm.

(d)The provisions of
this Article apply to all scheduled shifts, including overtime.

SECTION 5.PAY FOR DAY WHEN INJURED

In the event an employee incurs a serious occupational
illness or injury and Health Services excuses the employee from further work on
that day, he/she shall be paid the unworked balance of his/her scheduled
straight-time or overtime shift.Pay for
the unworked balance of his/her shift due to an occupational injury shall be
considered as time worked for purposes of computing overtime.

SECTION 6.PAYDAY

Employees shall be paid weekly and their pay will not be
delayed more than six (6) days from the end of each payroll week, providing,
however, that if a payday falls on an employee's regularly scheduled day off or
a paid holiday, he/she shall receive his/her paycheck on his/her next regularly
scheduled work day.An employee shall
receive vacation pay on his/her last day of work prior to the commencement of
his/her vacation.

In order to reduce the potential for payroll errors, the Union agrees to affirmatively encourage employees to
properly use the time clock system.When
a pay shortage occurs, the Company will, upon an employee’s timely request, in
accordance with the procedure adopted by the Company, issue a check for the pay
which is due as quickly as possible, but no later than the next pay day
following the request.

SECTION 7.COORDINATORS

(a) Coordinators
may be designated by the Company in any of the classifications set forth in
Addendum "A" and will be paid a seventy-five cent ($.75) per hour
premium for all actual hours worked as a Coordinator.Coordinators statused by the Company in any
of the classifications set forth in Addendum "A" will be paid a seventy-five
cent ($.75) per hour premium.They are
responsible for providing leadership and direction to employees in the group,
operation or function and may perform the same duties as other employees.Duties shall include, but are not limited to,
promoting teamwork and assisting the location team in meeting quality and
quantity standards.Coordinators have no
authority to make personnel decisions such as hiring, terminations, transfers,
promotions or disciplinary action.

(b)Full-Time
openings will be filled in accordance with Article 14, Section 1, except that
postings will be done quarterly as needed, and Casting will consider the top
fifteen (15) senior employees.The
following factors will be taken into consideration with respect to filling
positions: seniority, skills, ability, and dependability.Employees interested in the openings must
meet the following minimum qualifications:

(1)Statused in
the Job Classification

(2)Length of
Service:a)Six (6) months STCU seniority

(3)Dependability:

a)Supervisor’s record card may have no more than four (4) attendance
entries within the last six (6) months (not including early shift releases or
authorized days off)

b)No more than one reprimand within the last six (6) months

(4)Skill
and Ability:

a)Demonstrated skill
and ability necessary to perform the specific job, including teamwork and
communication skills

(c)Employees new to the Coordinator
classification will be placed on a one hundred twenty (120) day qualifying
period.If the Company determines during
the one hundred twenty (120) day qualifying period that the employee’s
performance is not satisfactory or if the employee requests a return within the
one hundred twenty (120) days, the Company will return the employee to his/her
prior job classification and location and the employee shall be immediately
eligible to transfer again.

(d)If an employee is regularly assigned a work
schedule that requires him/her to work for more than fifty percent (50%) of his/her
time as a Coordinator for a period of more than one hundred twenty (120) consecutive
days, the position will be posted and filled in accordance with Article 12,
Section 7(b).

(e)Employees in the Coordinator role who receive
two (2) reprimands for poor job performance directly related to their duties as
a Coordinator in a rolling twelve (12) month period will be returned to his/her
prior job classification.If the
employee’s prior job classification was a Coordinator, he/she will be returned
to the job classification held prior to the Coordinator role.

(f)All current employees statused in the
Coordinator role as of the date of ratification shall remain as a Coordinator
provided they maintain the qualifications outlined in (e) above.

SECTION 8.TRAINERS

Trainers may be designated by the
Company in any of the classifications set forth in Addendum "A”.Trainers will be paid a seventy-five cent
($.75) per hour premium for all actual training hours.

SECTION 9.COORDINATORS
OF TRAINING

(a) Coordinators of Training
may be designated by the Company in any of the classifications set forth in
Addendum "A" and will be paid a one dollar ($1.00) per hour premium
for all actual hours worked as a Coordinator of Training.Coordinators of Training statused by the
Company in any of the classifications set forth in Addendum "A" will
be paid a one dollar ($1.00) per hour premium.Coordinators of Training (CoT) are responsible for providing training
and direction to new or transferring employees in a single or multi-line of
business group, operation or function and may perform the same duties as other
employees.Duties shall include, but are
not limited to, updating OJT manuals/training materials, training, coordinating
training across different job classifications, conducting property tours,
assisting in assessment of training needs, training employees to serve as
Trainers and conducting training follow ups. Coordinators of Training have no
authority to make personnel decisions such as hiring, terminations, transfers,
promotions or disciplinary action.

(b)All Full-Time openings shall be submitted to the Company’s Casting
Office.Employees interested in a
transfer shall apply at Casting and submit an advanced Personnel Inventory and
résumé.Full-Time openings will be
filled in accordance with Article 14, Section 1, except that postings will be
done as needed, and Casting will consider the top five (5) senior employees.The following factors will be taken into
consideration with respect to filling positions: seniority, skills, ability,
and dependability.Employees interested
in the openings must meet the following minimum qualifications:

(1)Length
of Service:
a) Six (6) monthsSTCU seniority.

(2)Essential
qualifications as determined through record card notations, advanced Personnel
Inventory and résumé, and a computer competency assessment.

(3)Dependability:

a) Supervisor’s record card may
have no more than four (4) attendance

entries within the last six (6) months (not
including early shift releases or

authorized days off).

b)No more than one reprimand within the last
six (6) months.

(4)Skill
and Abilities:

a)Demonstrated skills
and abilities necessary to perform the specific job, including teamwork and
communication skills as determined through a personal interview.

(c)Employees new to the CoT role will be placed
on a one hundred twenty (120) day qualifying period.If the Company determines during the one
hundred twenty (120) day qualifying period that the employee’s performance is
not satisfactory or if the employee requests a return within the one hundred
twenty (120) days, the Company will return the employee to his/her prior job
classification and location and the employee shall be immediately eligible to
transfer again.

(d)Employees in the CoT role who receive two (2)
reprimands for poor job performance directly related to their duties as a CoT
in a rolling twelve (12) month period will be returned to his/her prior job
classification.If the employee’s prior
job classification was a CoT, he/she will be returned to the job classification
held prior to the CoT role.

(e)All
current employees statused in the CoT position as of the date of ratification
shall remain as CoTs provided they maintain the qualifications outlined in (d)
above.

SECTION 10.CONVERSION TO CASUAL REGULAR

Employees who convert from
Full-Time to Casual Regular will continue to receive the Full-Time pay rate.

ARTICLE 13 ‑
SENIORITY AND WORK STATUS

SECTION 1.DEFINITION OF
SENIORITY

Seniority is defined as the period
of continuous service as a Full-Time employee working in a job classification
covered in Addendum "A" of this Agreement.

SECTION 2.PRINCIPLES OF
SENIORITY

(a)The principles of seniority shall be observed on layoffs, recalls, days
off, establishing work schedules by department, location or scheduling pool,
vacation selection, promotion and transfers as defined in specific Articles of
the Agreement.

(b)The principles of seniority shall be observed
in establishing days off and work schedules by department, location or
scheduling pool regardless of scheduling methodology, where consistent with
operating needs as set forth in Article 10, Section 5.Where preference scheduling is used, rank
order priority shall be established for recognizing preferences by seniority
for days off, preferred shift time, location and desired number of hours per week.Where preference scheduling is used, the
Company will take appropriate steps to educate employees, Managers, and Union
Shop Stewards on how to properly complete the preference sheets.

(c)
The parties recognize the importance of
optimum scheduling of employees in a fashion that honors the principles of
seniority, considers the needs of employees, and meets the business needs of
the Company.The parties also recognize
that stability in scheduling methods is important to the employees.During the life of this agreement, “Bucket
Bids” is the preferred scheduling method, and the Company and Union
agree that it may be implemented in any area covered by this agreement.However, the Company may maintain any current
scheduling methodology presently in existence.Should the Company decide to implement a new scheduling method, other
than Bucket Bids, the Company will meet, discuss, and agree on the new
scheduling method with the respective Union.The Company will take appropriate steps to
educate employees, Managers, and Union Shop Stewards regarding any new
scheduling methodology.

SECTION 3.DISPUTEON
SENIORITY SUBJECT TO GRIEVANCE PROCEDUREAny dispute on the application of
the seniority principle shall be subject to the Grievance Procedure.

SECTION 4.TERMINATION OF
SENIORITY

Seniorityand/or
the employment relationship shall terminate when an employee:

(a)Resigns from a Full-Time position or converts to part-time status.

(b)Is discharged for just cause.

(c)Is absent for three (3) consecutive unexcused work days.

(d)Is laid off for a continuous period of twelve (12) months or more.

(e)Fails to report at the end of a leave of absence.

SECTION 5.WORK STATUS AND UTILIZATION OF FULL-TIME
AND CASUAL EMPLOYEES

(a)Full-Time Employees.Full-Time non-tipped employees are assigned to an established job on a
regular Full-Time basis and customarily will work twenty-five (25) hours per
week or more on an ongoing basis for the first calendar year of the
contract.Full-Time non-tipped employees
assigned to an established job on a regular Full-Time basis customarily will
work thirty (30) hours per week or more on an ongoing basis for the second
calendar year of the contract. Full-Time tipped and non-tipped employees assigned
to an established job on a regular Full-Time basis customarily will work thirty
(30) hours per week or more on an ongoing basis for the third calendar year of
the contract. For the purposes of calculation, hours worked shall include paid
benefit time. All approved leaves of absence shall be excluded from the
calculation. The Company agrees to notify, on a quarterly basis, employees who
are trending below the minimum number of hours.

(1)Probationary
Employee.All new regular Full-Time
employees shall be considered probationary employees for a period of ninety
(90) calendar days.Where a newly hired
employee is transferred into a new job classification or to a new location
within the first ninety (90) days, the employee shall serve an additional ninety
(90) day probationary period in the new job/location.The Company reserves the right to terminate
their employment for any reason until they have completed any such probationary
period.However, probationary employees
shall be entitled to utilize the Grievance Procedure to grieve any matter which
could be grieved by any other employee except termination within the
probationary period.

(b)Casual Employees

(1)Employees
will be considered casual if they customarily work less than twenty-five (25) hours
per week on an ongoing basis, or who customarily work twenty-five (25) hours
per week or more but less than seven (7) months per year.

(2)During
the life of this Agreement, total casual employee utilization shall not exceed
thirty-five percent (35%) of the total hours worked by Full-Time and casual
employees in all job classifications in any calendar year.

(c)The parties acknowledge that Section 5(b) is the sole restriction on the
Company's ability to schedule and work casual employees.

(d)Conversion from Casual to Full-Time

The Company will give consideration
to Union petitions for conversion from casual to Full-Time status.

SECTION 6.TRANSFER OUTSIDE OF
BARGAINING UNIT

(a)Any employee promoted or transferred to any Full-Time position outside
of the bargaining unit, but within the Walt Disney World Resort, shall retain
and accumulate seniority for a period not to exceed twelve (12) months from the
date of accepting such position.

(b)Any employee who transfers to a position or accompanies a spouse to
Disneyland Paris in France or Tokyo Disneyland shall retain and accumulate
seniority for a period not to exceed twenty-four (24) months.

SECTION 7.TRANSFER INTO
TIPPED CLASSIFICATION

An employee transferring into a
tipped classification from a non‑tipped classification will not be
allowed to exercise his/her seniority as it relates to the selection of work
schedules until the major schedule change following one (1) year of service in
the tipped classification.Effective October 30, 1988,
employees hired or transferring into a tipped classification, with the
exception of Food & Beverage Assistants, will receive a flat rate (See
Addendum "A").Employees
statused in a tipped classification as of October 30, 1988, will continue to progress
through their current classification's rate range and be red circled at the top
rate.

SECTION 8. IMMIGRATION

(a)No employee employed continuously since November 6, 1986 or before shall be required
to document immigration status.

(b)No employee covered by this Agreement shall suffer any loss of
seniority, compensation or benefits due to any changes in the employee’s name
or Social Security number, provided that the new Social Security number is
valid and the employee is authorized to work in the United States and he/she
has not previously falsified his/her employment application or I-9
documentation.

(c)In the event that an employee is not
authorized to work in the United States following the probationary period, and
his/her employment is terminated for this reason, the Company agrees to
immediately reinstate the employee to his/her former job classification without
loss of prior seniority (seniority, vacation or other benefits do not continue
to accrue during the period of absence) upon the employee providing proper work
authorization within ninety (90) days from date of termination.

ARTICLE 14
- TRANSFERS

SECTION 1.TRANSFER PROCEDURES

(a)Casting

(1)All
Full-Time vacancies shall be submitted to the Company's Casting Office.Employees interested in a transfer shall fill
out the appropriate paperwork and may need to complete a personal interview at
the Casting Office.An employee
interested in a transfer may identify two (2) areas of interest for transfer.

(2)Upon
receiving notice of a Full-Time vacancy, the Casting Office shall identify the
top senior employee who has completed the appropriate paperwork and has
identified the area of the vacancy as one of their two (2) preferences.

(3)The
Full-Time vacancy will then be filled in accordance with Sections 2 or 3 as
prescribed below.

(4)Employees
who have not updated their phone number with the Company’s system of record
will be bypassed after attempting to contact them.

(5)Employees
shall not be eligible for voluntary transfer until after six (6) months of Full-Time
employment with the Company within the bargaining unit, excluding any
probationary period recasting.Thereafter, employees shall be eligible for transfer based on the
criteria listed below.

SECTION 2.TRANSFERS TO THE
SAME JOB CLASSIFICATION AND/OR DIFFERENT JOB CLASSIFICATIONS

(a)The Company agrees that in granting transfers to different locations
and/or different job classifications, seniority shall prevail when candidates
possess the following qualifications:

(1)Length
of Service:

a)Six (6) months employment

b)Minimum of six (6) months in work location

(2)Dependability:

a)Supervisor's Record Card may have no more than five (5) attendance

entries
within the last six (6) months (not including early shift releases orauthorized days off)

b)No more than one (1) reprimand in last six (6) months

(3)Skill
and Ability:

a)Demonstrated skill and ability necessary to perform the specific job

(b)Employees transferring to a different job classification shall be placed
upon a forty-five (45) day qualifying period.If the Company determines during the forty-five (45) day qualifying
period that the employee's performance is not satisfactory or if the employee
requests a return within the forty-five (45) days, the Company will return the
employee to his/her prior job classification and location and the employee
shall be immediately eligible to transfer again.

SECTION 3.TRANSFERS TO NEW
PROPERTY/ATTRACTION OPENINGS

(a)The parties agree that in granting transfers to different locations
and/or different job classifications in the opening of a new resort property or
attraction, the following guidelines shall apply:

(1)Minimum
of six (6) months employment;

(2)Supervisor's
Record Card may have no more than four (4) attendance entries within the last
six (6) months (not including early shift releases or authorized days off); no
more than one (1) reprimand within the last six (6) months;

(3)Essential
qualifications and skills as determined through record card notations and a
personal interview;

(4)All
of the above being equal, seniority shall prevail.

(b)Employees transferring to a different job classification shall be placed
upon a thirty (30) day qualifying period.If the Company determines during the thirty (30) day qualifying period
that the employee's performance is not satisfactory, the Company will return
the employee to his/her prior job classification and location.

SECTION 4.GRIEVANCE PROCEDURE

Any dispute regarding the
administration of these provisions shall be subject to the grievance procedure.

ARTICLE 15 ‑ LAYOFFS, RECALLS,
AND FURLOUGH

SECTION 1.LAYOFF ACCORDING TO
SENIORITY IN JOB CLASSIFICATION

Whenever it becomes necessary to
reduce the working force in a given job classification, the employee(s)
permanently assigned to that job classification with the least Service Trades
Council bargaining unit seniority will be laid off, providing the remaining
employees possess the necessary skills, qualifications, and abilities to
perform available work as determined by the Company, except as provided in
Section 8, and Article 9, Section 4(c).

SECTION 2.NOTICE
OF LAYOFF/FURLOUGH

Whenever possible, one (1) week's
advance notice of layoff/furlough will be given to an employee.If the Company fails to provide one (1)
week’s notice, the Company will be responsible for one (1) week of lost time or
missed portion thereof.The Company will
furnish electronically to the Union notice of new hires and layoffs.

SECTION 3.LAID‑OFF
EMPLOYEES RETAIN SENIORITY FOR 12 MONTHS

Employees on layoff for twelve (12)
months or less and who are recalled will maintain their seniority date and
continuous service date for purposes of Company benefits.

SECTION 4. RECALLS IN
ACCORDANCE WITH SENIORITY IN JOB

CLASSIFICATION

Employees who have been laid off as
a result of the curtailment of operations shall be recalled in accordance with
their seniority in their permanent job classification, provided the employees
possess the necessary skills, qualifications, and abilities to perform the
available work as determined by the Company.

SECTION 5.RECALL PROCEDURE

Laid off employees shall be notified
of recall by telephone five (5) workdays prior to the required start date.If the employee is not contacted by
telephone, the Company will send a certified letter to the employee's address
of record notifying him/her of recall and the required start date, which shall
not be less than ten (10) workdays from the date the letter is mailed.A copy of any such letter shall be mailed to
the Union.

SECTION 6.CORRECT ADDRESS AND
TELEPHONE NUMBER

Failure of an employee to have a
current address and telephone number on record in the appropriate HR Department
will relieve the Company of its responsibility of notification to the employee
under any Article of this Agreement.

SECTION 7.FAILURE TO REPORT
FROM LAYOFF/FURLOUGH

An employee who fails to report for
work as scheduled on recall from layoff/furlough shall be considered to have
voluntarily terminated his/her employment unless such employee has notified the
Company of personal illness or a death in the immediate family, prior to the
date he/she was scheduled to report for work.

SECTION 8.THIRTY-DAY FURLOUGH
FOR NON-TIPPED EMPLOYEES

A department/location shall furlough
non-tipped employees by classification based upon their relative bargaining
unit seniority within the affected department/location provided the employee is
recalled thirty (30) days or less from the furlough date.Prior to furloughing employees, the Company
will offer Full-Time employees available work hours in other areas.

Furloughed employees shall:

(a)receive and acknowledge written notification of their recall date at
time of furlough;

(b)receive credit toward scheduled increases;

(c)be eligible to utilize earned vacation and/or sick leave;

(d)retain their MainGatePass
and I.D. card;

(e)retain Medical Insurance; and,

(f)be offered any hours being worked by casual employees in the affected
department/location.

A department/location may furlough
employees for up to thirty days as a result of the reduction of available work
hours when a portion of an affected department/location staff continues to
work.Furloughs may not be utilized in
situations such as closures for rehab.

ARTICLE 16 ‑
INTERCHANGEABILITY OF WORK ASSIGNMENT

SECTION 1.INTERCHANGEABILITY
IN SAME JOB CLASSIFICATION

(a)The Company may assign, reassign, or transfer an employee to any work
location during the workday or workweek within all of the areas included in
this Agreement, as outlined in Article 4 (SCOPE OF AGREEMENT).

(b)In the administration of this Article, involuntary work shall be
required of the junior, available, qualified, on-shift employee.

(c)Where the Company establishes a scheduling
pool for regular ongoing movement between locations, the existing property
transfer guidelines shall apply to transfers to such pool.

SECTION 2.INTERCHANGEABILITY
IN DIFFERENT JOB CLASSIFICATIONS

(a)Scheduled

(1)The
Company may create scheduled shifts or pools which require movement from one
job classification to a different classification.Such movement may be from one location to
another.

(2)When
establishing such a scheduled shift, the shift will be posted at the affected
location(s) and the senior most qualified person bidding shall be awarded the
shift.The Company shall endeavor to
create forty (40) hour shifts; however, such shifts shall not be less than
thirty-eight (38) hours per week.

(3)If
not scheduled in accordance with (a)(2) above, the Company may assign the shift
to the junior employee statused in the affected locations.

(4)Any
scheduled overtime in the affected locations shall be offered first to
employees statused in the affected locations, then to employees regularly working
in the affected locations prior to other employees working these shifts.

(5)The
Company will provide all required training for employees working these
schedules.

(6)Costume
changes and travel time between locations will be considered time worked.

(7)The
above shall also apply to new job classifications which encompass a combination
of duties from different job classifications.Scheduling within pools established for this purpose shall be as
provided for under Article 13. Transfers to such new classifications shall be
as described under Article 14.

(b)Unscheduled

(1)The
Company may assign, reassign, or transfer an employee to a different job
classification in the same or different work location during the workday or
workweek within all of the areas included in this Agreement, as outlined in
Article 4 (SCOPE OF AGREEMENT).

(2)An
employee shall not be required to work against his/her desire in the new job
classification for a period of time exceeding ten (10) workdays in a calendar
year.If operational need requires
additional time, the work will be assigned to the most junior employee.

SECTION 3.RATE OF PAY

Whenever an employee is assigned or
transferred to perform two (2) or more job classifications during the day, the
employee will receive his/her permanent rate or the rate for the job to which
he/she was transferred, whichever is higher, for all time worked in the higher
classification.The only exception is
when a non-tipped employee works in a tipped classification, he/she will be
paid the appropriate tipped rate for all hours worked in that classification.

SECTION 4.TIPPED EMPLOYEES

Tipped employees will not be
required to work in a non-tipped job classification.

SECTION 5.ASSIGNMENT, REASSIGNMENT OR TRANSFER OF
SHOP STEWARDS

In the administration of this
Article, the Company will not involuntarily assign, reassign or transfer Shop
Stewards.

ARTICLE 17 ‑ LEAVES OF ABSENCE

SECTION 1.TEMPORARY LEAVE OF
ABSENCE

An employee's request for a leave of
absence not to exceed thirty (30) days will be granted for good cause, if the
employee's services can reasonably be spared.All leaves of absence will be granted in writing.No leave of absence will be extended beyond
thirty (30) days except for compelling reasons.In the event that a non‑medical leave exceeds sixty (60) days,
continuation of the employee's health care coverage will be subject to COBRA.

SECTION 2.LEAVE FOR UNION
BUSINESS

An employee hired to a Full-Time
position with the Union shall be entitled to a
leave of absence without pay from the date of accepting such position during
which time he/she shall retain and accumulate bargaining unit seniority.Unions requesting leave for Union business
must send the request, in writing, to the Director of Employee Relations and
must give a minimum of two (2) weeks notice prior to the beginning of such
leave.A Full-Time employee of the Union,
who works for the Union and who subsequently
returns to work for the Company will be reinstated with accumulated bargaining
unit seniority.An employee on leave for
Union business will be eligible for continuation of health care coverage
subject to COBRA and will retain his/her ID card and Maingate or Silver Pass.Such employee will not receive any
discretionary privileges (i.e., complimentary admission tickets, service
awards, etc.) while on leave.No more
than two (2) employees shall be granted Union leave from any division.No more than a total of thirty (30) employees
shall be granted Union leave at any point.

SECTION 3.NON-OCCUPATIONAL
MEDICAL LEAVE

(a)An employee requesting a non-occupational medical leave of absence must
provide a written statement from his/her personal physician documenting the
reason for the leave and the beginning date and estimated duration of the
medical leave.Failure to comply with
this provision may jeopardize the employee's eligibility for a medical leave of
absence.

(b)An employee who is granted a medical leave of absence shall retain and
accumulate seniority during such leave.If eligible, an employee may request payment of earned sick leave and
vacation benefits, or be required to accept such benefits in the case of FMLA
leave.Employees shall be permitted, at
the employee’s option, to maintain a balance of up to eighty (80) hours of
vacation time when on FMLA leave.Employees who are on a non-occupational medical leave of absence will
receive credit toward scheduled increases.

(c)An employee who returns from a medical leave of absence within sixty
(60) days or less or returns from a FMLA qualifying leave, or other such period
as required by that law, will be placed in his/her prior job, location, and
schedule.If the employee has been on
leave for more than sixty (60) days, the Company will make every reasonable
effort to place said employee in the employee's prior job and location except
as otherwise required by the FMLA.

(d) In the event that an employee is
required, by the Company, to visit Health Services upon returning to work from
a medical leave, he/she will be compensated for the time.

(e)An employee who fails to return from a medical leave of absence, or who
fails to seek a release to return to work from a medical leave of absence will
be considered to have voluntarily terminated.

SECTION 4.LEAVE FOR
COMPENSABLE INJURY

Any employee on medical leave as a
result of an on‑the‑job compensable injury shall retain and accumulate
seniority during such leave.Upon being
released for return to work, if the employee has been off sixty (60) days or
lessor for FMLA qualifying leave, such
other period as required by that law, he/she will be placed in his/her prior
job, location and schedule.If the
employee has been off for more than sixty (60) days, the Company will make
every effort to place said employee in the employee's prior job and location
except as otherwise required by the FMLA. Employees who are on an occupational
leave of absence will receive credit toward scheduled increases.

SECTION 5.MEDICAL LEAVES
EXCEEDING ONE YEAR

Those employees whose accumulated
time on occupational or non-occupational medical leave of absence totaling one (1)
year will have their employment with the Company terminated.The one (1) year period is calculated on a
cumulative, as opposed to a consecutive basis, as outlined below:

(a)If an employee returns from medical leave and works less than twenty-six
(26) consecutive working weeks and is subsequently returned to medical leave,
the employee will continue to accrue time toward the one (1) year cut-off
described above.

(b)If an employee returns from medical leave and works for a minimum of
twenty-six (26) consecutive working weeks, the employee will begin a new one (1)
year period.

(c)If an employee returns to work and subsequently returns to medical leave
due to an unrelated medical condition, the employee will begin a new one (1) year
period.

SECTION 6.FAMILY AND MEDICAL
LEAVE ACT OF 1993

The Company and the Union acknowledge that the provisions of the Family and
Medical Leave Act of 1993 apply to the employees working under this
Agreement.Thus, nothing in this
Agreement shall be construed as being inconsistent with the requirements of the
Act.In this regard, the Company and the
Union commit to meet to resolve potential
conflicts between the Family and Medical Leave Act of 1993 and the Agreement.

SECTION 7.ADMINISTRATIVE
LEAVE

The Company agrees to consider, on a
case by case basis and in its sole discretion, allowing employees to continue
working or placing employees on unpaid administrative leave for up to one (1)
year pending the outcome of civil or criminal charges.However, the Company reserves the right to
take disciplinary action, up to and including termination, based on the nature
of the allegations and/or information available to the Company regarding the
circumstances. Disciplinary action taken by the Company shall be subject to the
grievance procedure with the exception of probationary period
terminations.If an employee on unpaid
administrative leave is exonerated or acquitted (meaning that the employee was
not adjudicated guilty or did not enter a plea of no contest, plea of guilty,
or a pre-trial diversion program or any other similar resolution), he/she will
be returned to work and reimbursed for all lost wages and benefits.An employee on administrative leave will
continue to accrue seniority.

ARTICLE 18 ‑
DISCIPLINE, STANDARDS OF CONDUCT AND DISCHARGE

SECTION 1.STANDARD OF CONDUCT

High standards of conduct are
necessary to preserve the Company's public image and to ensure a safe,
harmonious, and productive working atmosphere.The Company shall administer the sections of this Article with due consideration
for the employee.Such consideration
shall include length of service, work record, and seriousness of
violation.The Company will make every
effort to ensure the consistent and timely application of the disciplinary
section of this Agreement. Upon request
of the employee, Management will provide a copy of the employee’s record card
within a reasonable amount of time.At
the time that it is printed, the record card may not contain all recent
entries.Any questions concerning the
record card should be addressed to the employee’s immediate Manager.

SECTION 2.UNION
REPRESENTATION

The employee has
the right to the presence and advice of his/her Shop Steward at the time of
disciplinary action.In any formal
questioning by the Company that could lead to disciplinary action, the employee
will be informed of the purpose of the questioning and that he/she has a right
to a Shop Steward’s presence.

SECTION 3.NOTICE OF
INVESTIGATION

In those circumstances where the
Company determines that an investigation will be conducted regarding an
employee's actions and where such investigation may lead to disciplinary action
but does not require that the employee be suspended from work, the Union agrees
that the decision not to suspend the employee during the investigation shall
not be utilized in any manner, in any subsequent proceeding as evidence
contesting the disciplinary action.

SECTION 4.DISCIPLINARY/INVESTIGATORY
SUSPENSIONS

(a)An employee may be suspended from work so that the Company may complete
a thorough investigation and review of an alleged incident/offense.At the conclusion of the investigation, the
employee will receive one of the following:

(1)No
discipline and a return to work with full back-pay;

(2)A reprimand in accordance with Section 5(a) below and
a return to work with full back-pay;

(3)Disciplinary suspension in accordance with Section 4
(b) below; or

(4)Termination in accordance with Section 6 below.

(b)An employee may be suspended without pay for
a period of up to two (2) weeks in lieu of termination.The parties recognize, however, that the use
of a suspension is not a mandatory component of the disciplinary progression.

(c)In circumstances where an investigatory
suspension extends beyond two (2) weeks, an employee shall be paid on a weekly
basis until such time that the suspension is concluded and an employment
decision is administered by the Company.

(d)Those employees in tipped classifications,
excluding Banquets and Dinner Shows, shall be paid at the appropriate Labor
Grade 10 rate for all lost time due to an investigatory suspension.

SECTION 5.DISCIPLINE

Discipline must be for just
cause.In administering discipline, the
Company will make its determination based on the factors in Section 1.

(a)Reprimands

Reprimands will be issued in writing
on a specific subject or subjects and will be signed by the Supervisor who will
present it and discuss it with the employee. Reprimands will be presented and
discussed within fifteen (15) calendar days after the occurrence, or within
fifteen (15) days after the immediate supervisor has had a reasonable
opportunity to become aware of and complete an investigation of the occurrence,
whichever is later, unless prevented by the absence of the employee or
extenuating circumstances beyond the control of the Company.These time limits shall not apply to
discipline based on attendance, clocking or discipline as a result of an HR
Compliance investigation.An employee
will sign the reprimand, not in admission of the offense, but in acknowledgment
that a copy of the reprimand has been received by the employee.The Company shall make copies of written
reprimands available to the Union. Reprimands,
other than absenteeism/tardiness and clock-in/clock-out, shall be recorded and
effective on the date the incident occurred.

(b)Disciplinary
Point System

(1)Reprimands
may count as one (1) or two (2) disciplinary points, such determination shall
be based upon a fact-specific evaluation of the disciplinary incident.[1]

(2)Any
combination of five (5) disciplinary points within the preceding twelve (12)
months shall result in the employee's termination.

(3)The
twelve (12) month period referenced in (b) (2) is defined as a continuous work
period specifically excluding any leaves of absence.

(4)It
is specifically understood by the parties that the disciplinary point system is
not restricted to same or similar offenses but may include different offenses
on a cumulative basis.

(5)Absenteeism/Tardiness
discipline and Clock In/Out discipline are specifically excluded from the
disciplinary point system defined in this section.Refer to Sections 7 and 8.

(c)
The Company will electronically
provide a list of all employees discharged and the reasons for such discharge
to the appropriate affiliate Unions on a monthly basis.

SECTION 6.DISCHARGE

An employee may be discharged for
just cause, which includes, but is not limited to the following:

(a)Insulting, arguing, being discourteous, or using profane language in the
presence of a guest;

(b)Fighting at the Walt Disney World Resort, regardless of who provokes it,
may result in automatic termination for both parties involved;

(c)Falsification of records, such as medical forms, time cards, or
employment applications;

(d)Using, being in possession of, or being under the influence of
narcotics, intoxicants, drugs, or hallucinatory agents during working hours or
reporting for work under such conditions;

(e)Conviction, plea of guilty, plea of no
contest, or acceptance of pre-trial diversion, or other similar resolution to a
felony or serious misdemeanor, such as but not limited to child abuse, lewd and
lascivious behavior, or sale/distribution of controlled substances;

(f)Violation of operating rules and procedures
which may result in damage to Company property or in bodily injury to fellow
employees or guests;

(m)Possession of dangerous or unauthorized
materials such as explosives, firearms, or other similar items on Company
property.

An employee will be notified of the reason for the discharge.

SECTION 7.ABSENTEEISM AND
TARDINESS STANDARD

Absences:

Beginning with3 in any30 days =reprimand

Beginning with6 in any90 days =reprimand

Beginning with9 in any 180 days =reprimand

Beginning with 12 in any 365 days =reprimand

Tardiness:

A tardiness of more than two (2) hours will count as one (1) absence.A tardiness of two (2) hours or less will
count as one-half (1/2) an absence.

(a)Procedures:

1.The
following items shall not be counted as absences:

a)Work
incurred injuries and subsequent related absences.Employees must provide supporting medical
authorization which satisfies the Company in this respect;

b)Medical
leaves;

c)Release
of shift for medical reasons;

d)Scheduled
personal leaves where the Company agrees in advance to the leave;

e)Subsequent
consecutive call-ins for the same illness or injury will not count as an
additional occurrence;

f)The
first six (6) call-in/call sick notations for employees who meet the following
criteria:

(1)The
employee has one (1) or more years of seniority;

(2)The
employee must have earned sick leave available; and

(3)The
employee must not have received attendance discipline in the prior twelve (12)
months.

(b)All call-sick and call-sick free day instances will be automatically
paid if earned sick leave is available unless the employee requests non-payment
when calling in sick.

(c)The disciplinary progression shall be three (3) reprimands prior to
termination within a twenty-four (24) month period.Any twelve (12) month period free from
discipline will result in beginning again at first step of progressive
discipline.The Company agrees to
provide to employees information regarding the FMLA with any attendance
reprimand issued.

(d)All references to time periods in this Article refer to continuous work
periods specifically excluding any leaves of absence.

(e)With reasonable notice, regular Full-Time employees may request the use
of six (6) days sick leave per calendar year as personal leave days.Requests will be granted consistent with
operational requirements.

SECTION 8.CLOCK
IN/CLOCK OUT STANDARD

Failure to Either Clock in or Clock
Out:

Beginning with 3 points in any 30
days=reprimand

Beginning with 6 points in any 90
days=reprimand

Beginning with 9 points in any 180
days=reprimand

Beginning with 12 points in any 365
days=reprimand

Tracking:

Failure to clock in for the start of
shift= ½ point

Failure to clock out for the end of
shift= ½ point

Clocking in more than 15 minutes
before the start of the shift= ½ point

Clocking out more than 15 minutes
after the end of the shift= ½ point

Procedures:

Employees must utilize the time recording clock to
which they are assigned unless otherwise directed by Management.

It is the responsibility of the
employee to inform Management of a lost or stolen ID card before the end of
his/her shift.

(a)Failure
to clock as a result of a lost, stolen, or damaged ID card is considered one
(1) point.(During the time it takes the
employee to replace a lost, stolen, or damaged ID card [maximum seven (7)
days], the clock infractions will not be counted toward this point matrix
system for disciplinary purposes.)

(b)The
disciplinary progression shall be three (3) reprimands prior to termination
within a twenty-four (24) month period.Any twelve (12) month period free from discipline will result in
beginning again at the first step of progressive discipline.

(c)All
references to time periods in this standard refer to continuous work periods
specifically,excluding any leaves of absence.

(d)The
Company reserves the right to discipline outside this matrix when an employee
habitually loses possession of or damages his/her ID card.

(e)Falsification
of hours worked and/or the use of your ID card by anyone other than yourself
may result in disciplinary action, not excluding termination.

ARTICLE 19 ‑
GRIEVANCE PROCEDURE

SECTION 1.GRIEVANCES SETTLED
ACCORDING TO PROCEDURE

The parties to this Agreement agree
that any grievance arising out of the interpretation or application of the
terms of this Agreement, with the exception of terminations, discipline based
on an HR Compliance investigation[3]and policy grievances which will be expedited to Step 3, shall be settled
promptly in accordance with the following procedure:

SECTION 2.DEFINITIONS

(a)Grievance:A grievance, within
the meaning of this procedure, is defined as a dispute or difference of opinion
between the parties concerning the meaning, interpretation, application or
alleged violation by the Company of this Agreement.

(b)Time Limits:The parties
recognize that it is important that grievances be processed and resolved as
rapidly as possible; therefore, the number of days indicated at each step of
the grievance procedure should be considered as a maximum, and every effort
should be made to expedite the process.All
termination grievances will be given priority for processing.The time limits specified may be extended by
mutual agreement as evidenced by a waiver in writing signed by an authorized
representative of the Company and the Union;
otherwise, the grievance shall be regarded as withdrawn.

(c)Recording Devices:The parties
agree that no recording devices of any kind shall be permitted to be utilized
during Step 1, 2, 3, or 4 of the grievance procedure.

(d)Back-pay Awards:The parties
agree that any Joint Standing Committee or Arbitrator award of back pay shall
be lessened by unemployment compensation or any other compensation received by
the grievant during the period of termination prior to reinstatement.

(1)Back-pay awards for those employees
in tipped classifications, with the exception of Banquets and Dinner Shows,
will be paid at the appropriate Labor Grade 10 rate.

(e)Information Requests:The Company will make every reasonable effort
to provide any requested, relevant information regarding grievances to the Union within seventy-two (72) hours.In circumstances where the Company is unable
to provide information within seventy-two (72) hours, the Union
will be provided with an estimate of the time of provision.

SECTION 3.GRIEVANCE PROCEDURE

Step 1.Any employee, believing that he/she has
suffered a grievance, shall discuss the matter with his/her immediate Guest
Service Manager.The employee may choose
whether to discuss the matter with his/her Guest Service Manager with or
without the assistance of his/her Union representative.

In order to be deemed timely, a
grievance must be discussed by the employee with his/her immediate Guest
Service Manager within fourteen (14) calendar days after its occurrence, or
within fourteen (14) calendar days after the employee has had a reasonable
opportunity to become aware of the occurrence, whichever is later.The employee must indicate that his/her
discussion with the Guest Service Manager is a grievance.Failure to observe the aforementioned time
limitation shall be deemed as a waiver and the grievance will be regarded as
abandoned.

The immediate Guest Service Manager
shall give an oral reply within three (3) calendar days after submission of the
grievance.If the immediate Guest
Service Manager fails to give an oral reply within the time limits provided,
the grievance may be appealed to the next Step of the grievance procedure.

Step 2.If the grievance shall not have been adjusted
under Step 1, then within seven (7) calendar days after the reply given under
Step 1, or after the date under which a reply should have been given under Step
1, the grievance shall be reduced to writing upon the accepted Grievance Form
which shall set forth the relevant information concerning the grievance,
including a short description of the alleged grievance, the date on which the
grievance occurred, and an identification of the section of the Agreement
alleged to have been violated and shall be submitted to the employee's Area
Manager, who shall immediately forward copies to Employee Relations. The Area
Manager or his/her designated representative and the Union representative or
his/her designated representative shall meet within seven (7) calendar days
after invocation of Step 2 in an attempt to settle the grievance.It shall be incumbent upon the Union
Representative to request such meeting.The Area Manager or his/her designated representative shall provide the
employee and the Union representative with a written reply within five (5)
calendar days after the parties have met.If the Area Manager fails to give a written reply within the time limits
provided, the grievance may be appealed to the next Step of the grievance
procedure.

Step 3.If the grievance shall not have been adjusted
under Step 2, then within seven (7) calendar days from the date of the Area
Manager's written decision or a date when the decision should have been
submitted by the Area Manager, the grievance shall be presented in writing to
the Employee Relations office.A
grievance meeting with the General Manager/Director or his/her designee,
Employee Relations Representative, and the employee’s Union Business
Representative or his/her designee shall be held within twenty-one (21)
calendar days of the grievance being recorded, in an attempt to resolve the
grievance.The General Manager/Director
or his/her designee shall provide the Union Business Representative or his/her
designee with a written reply within five (5) calendar days after the parties
have met.If the General
Manager/Director or his/her designee fails to give a written reply within the
time limit provided, the grievance may be appealed to the next Step of the
grievance procedure.

Step 4.If the grievance shall have been submitted but not adjusted under Step
3, either party may within seven (7) calendar days after receipt of the written
reply request in writing that the grievance be submitted to a Joint Standing
Committee, which shall meet within fourteen (14) calendar days of the appeal, unless
extended by mutual agreement of the Company and the Union.

The
Joint Standing Committee shall consist of one (1) representative of the Company
and one (1) representative of the affiliated Union(s).

The Joint Standing Committee shall
meet at least twice per month to investigate, review, and if necessary, conduct
a hearing of all outstanding grievances referred to it.Decisions of the Joint Standing Committee
shall be final and binding upon all parties at interest.The Joint Standing Committee shall provide a
written determination of all cases reviewed within three (3) calendar days
after it has met.If the Joint Standing
Committee is unable to resolve a grievance before it, the grievance may be
appealed to the next Step of the grievance procedure.

The parties agree that upon
notification of the Vice President of Employee Relations and the President of
the Service Trades Council Union, Step 4 of the grievance procedure may be
waived and grievances addressing institutional issues, affecting either the
Company or the Council, may be expedited to Step 5.

Step 5.If the grievance shall have been submitted
but not adjusted under Step 4, either party may within seven (7) calendar days
after receipt of the written reply request in writing that the grievance be
submitted to an Arbitrator mutually agreed upon by the Company and the Union. If agreement is reached, the arbitration must
occur within thirty (30) days after the joint selection of the arbitrator.If the Company and the Union
do not mutually agree upon the selection of an Arbitrator, then an Arbitrator
shall be selected from a panel of seven (7) Arbitrators furnished by the
Federal Mediation and Conciliation Service.Either party, at their discretion may refuse one list, which has been
presented by a Federal Mediation and Conciliation Service for a pending
arbitration hearing.At this point, the
parties have a maximum of fourteen (14) calendar days from the date the list is
received, to strike the panel.The Rules
for the Federal Mediation and Conciliation Service shall govern the selection
of an Arbitrator and the conduct of the arbitration hearing.The Arbitrator shall not have the authority
to alter, amend, change, modify, add to or subtract from or reform any
provision, Article or language of this Agreement.The Decision of the Arbitrator shall be final
and binding on all parties with no further appeal, except for reasons of
setting aside an Arbitrator’s Award, as set forth in applicable Federal and
Florida Statutes.Any joint expense
incidental to or arising out of the arbitration shall be borne equally by the
Company and the appropriate Union.Only one grievance shall be before a specific
Arbitrator at one time.

SECTION 4.GRIEVANCE
SETTLEMENTS

A grievance having been settled at
any step of the grievance procedure will be affected no more than seven (7)
calendar days after the date of the settlement agreement.

ARTICLE 20
- HOLIDAYS

SECTION 1.HOLIDAYS OBSERVED

There will be seven (7) core
holidays and three (3) personal holidays.

(a)The core holidays are:

(1)New
Years Day

(2)Martin
Luther King, Jr. Day

(3)Memorial
Day

(4)Independence
Day

(5)Labor
Day

(6)Thanksgiving
Day

(7)Christmas
Day

(b)The three (3) personal holidays may be used on dates mutually agreed to
by Management and the employee.

SECTION 2.ELIGIBILITY

(a)All regular Full-Time employees are eligible for holiday pay after
working thirty (30) calendar days of continuous service, provided they work
their scheduled shifts prior to and immediately following such holiday.

(b)If the employee's failure to work his/her
regularly scheduled shift immediately before or following the holiday was due
to personal illness, injury, death in the immediate family or an approved FMLA
absence and the employee satisfied the Company in this respect, he/she shall be
eligible to receive holiday pay.

(c)Employees on an authorized leave of absence of six (6) days or longer
are not eligible for holiday pay.

SECTION 3.PERSONAL HOLIDAYS

Effective January 1 of each year of
this Agreement, all employees with one or more years of continuous service will
be credited with three (3) personal holidays.Employees with less than one (1) year of service, and employees who are
hired or converted from a casual status to a Full-Time status after January 1,
will be credited with one (1) personal holiday on each of the following posting
dates: March 1, June 1, and September 1.An employee must be statused as a Full-Time employee on the posting date
to receive the personal holiday.

Personal holidays shall require two (2) weeks
advance notice for scheduling and shall be granted consistent with operational requirements.In the event all requests for a particular
day cannot be approved due to operational requirements, seniority shall prevail
in granting the holiday.

Personal holidays will be scheduled
and taken within the following provisions:

(a)Must be taken within the calendar year;

(b)May not be carried over from year-to-year, or paid off at time of
termination;

(c)Do not affect the use of sick leave days for personal time off;

(d)Will be considered as time worked for the computation of overtime;

(e)Will not be paid in addition to other hours worked; and,

(f)May only be taken in one (1) full shift increment.

SECTION 4.HOLIDAY
PAY WHEN NOT WORKED

Each employee (except as provided in
Article 13 ‑ Seniority) will receive eight (8) hours pay at the
employee's regular straight time rate for each such holiday not worked.Core holiday pay when not worked shall not
count toward the employer’s required minimum number of hours scheduled per week
as per Article 10, Section 2.

SECTION 5.HOLIDAY
PAY WHEN WORKED

Each regular Full-Time employee who
works on a recognized holiday, and who works his/her scheduled shifts prior to
and immediately following the holiday worked, shall receive eight (8) hours
holiday pay plus his/her straight time rate for all hours worked in his/her
scheduled shift.

SECTION 6.DOUBLE‑TIME
PAY FOR HOURS OVER EIGHT WORKED ON HOLIDAY

Double time the employee's regular
rate shall be paid for hours worked in excess of eight (8) hours on a paid
holiday.

SECTION 7.HOLIDAY
PAY CONSIDERED TIME WORKED FOR COMPUTING OVERTIME

Pay for a holiday not worked shall be considered as
time worked for purposes of computing overtime, unless the holiday falls on one
of the employee's two regularly scheduled days off or when a holiday falls
during a vacation period.

Pay for a holiday not worked shall
not be used in computing overtime under the 5th, 6th, and 7th day provision
contained in Article 11, Section 4.

SECTION 8.HOLIDAY PAY FOR HOLIDAY DURING VACATION

Should a holiday fall during the
period of an employee's vacation, the employee shall be granted an extra day's
pay.

SECTION 9.DAY HOLIDAY IS OBSERVED

Recognized holidays shall be
observed on the date designated for observance by the Federal Government,
except in the case of Christmas, which shall be observed on December 25th.

SECTION 10.NO HOLIDAY PAY FOR
EMPLOYEE SCHEDULED TO WORK HOLIDAY AND WHO
DOES NOT WORK

An employee who is regularly
scheduled to work on a recognized holiday and who does not work shall not
receive holiday pay, except in the case of an employee who is given an
authorized day off (ADO)
by supervision.

SECTION 11.HOLIDAY PAY ON DAY
OFF WHEN WORKED

If a holiday worked falls on one of
the employee's regular days off, he/she shall receive eight (8) hours straight‑time
holiday pay, plus the rate he/she would receive for working on his/her day off.

SECTION 12.HOLIDAY STARTS AT
8:00 A.M. ON HOLIDAY

For the purpose of computing pay for
work on a holiday, the twenty‑four (24) hour holiday period shall
commence at 8:00 A.M. on the holiday and terminate at 8:00 A.M. the following
day.

SECTION 13.PAY RATE FOR THE HOLIDAYS

Those
employees in tipped classifications will have holiday benefits paid at the
appropriate Labor Grade 5 rate.

SECTION 14.Holiday Request and Approval

By job classification within a scheduling group, in
descending seniority order, and at the request of the employee, full time
employees will be offered the opportunity to take a paid benefit day (to
include a personal leave day, personal holiday or vacation day) off on New
Year’s Day, Thanksgiving Day, and Christmas Day to the extent that another
qualified employee is available to work the shift.The number of employees permitted to exercise
this option will be limited by Management based on the needs of the operation.As it pertains to this section only, pay for
a core holiday or paid benefit day not worked shall not be considered time
worked for purposes of computing overtime.

ARTICLE 21
- VACATION

SECTION 1.ELIGIBILITY,
REGULAR FULL-TIME EMPLOYEES

All regular Full-Time employees
shall accrue vacation based on the number of hours worked (straight time and
overtime hours exclusive of the overtime premium) up to a maximum of 1800
hours, from date of hire to the end of the calendar year in which hired, and
for each succeeding calendar year thereafter, based upon the conditions set
forth in this Article.Paid vacation
will be credited as hours worked for accrual towards vacation allowance.

SECTION 2.VACATION EARNED IN
THE FIRST CALENDAR YEAR

Vacation earned in the first (1st)
calendar year of service may not be used until nine (9) months of continuous
service have elapsed from date of hire.

SECTION 3.VACATION HOURS ACCRUED

Vacation hours accrued shall become
available to be taken by the employee during the calendar year in which they
are accrued, per the accrual of vacation time formula listed below in
increments of forty (40) hours.

(d)Employees begin to accrue three (3) weeks of vacation on January 1st of
the calendar year in which the fifth (5th) anniversary of continuous
service occurs:Refer to example in
Section 4(b), and to the three (3) week vacation accrual formula in Section
4(c).

(e)Employees begin to accrue four (4) weeks of vacation on January 1st of
the calendar year in which the seventeenth (17th) anniversary of
continuous service occurs:Refer to the
example in Section 4(d), and to the four (4) week vacation accrual formula in
Section 4(e).

SECTION 6. VACATION ACCRUAL

Employees shall not accumulate more than two (2) times their
current annual vacation hours.For
example, if an employee is currently accruing 80 hours of vacation, he/she may
accumulate a maximum of 160 hours of vacation; if currently accruing 120 hours
of vacation, he/she may accumulate a maximum of 240 hours of vacation; and if
currently accruing 160 hours of vacation, he/she may accumulate a maximum of
320 hours of vacation.

When the vacation cap is reached (two
(2) times their current annual vacation hours), an employee will cease to
accrue any additional vacation time until vacation hours are taken.An employee will again begin to accrue
vacation only after he/she is below his/her cap.Vacation accrual is not retroactive to the date
on which the accrual ceased.

SECTION 7.PAYMENT FOR ACCRUED
VACATION

Upon the request of an eligible
employee, the Company shall provide payment of up to one‑half (1/2) of an
employee's total accrued available vacation to a maximum of eighty (80) hours
on an annual basis (by calendar year).Amounts paid are subject to all required withholdings.Payment should normally be issued within two
(2) weeks of the request being received by Payroll.

SECTION 8.VACATION SCHEDULING

(a)Due
to the nature of the Company's operations and requirement for specified skills,
vacations will be scheduled by the Company. Where a time period has previously
been blocked out and circumstances change such that the time period becomes
available, employees requesting vacation for that time period will be
considered on a seniority basis.Consideration will be given to requested time by the employee whenever
possible.The employees with greater
length of service will be given preference in the event of a conflict of dates
affecting two (2) or more employees.

(b)Pre-approved vacation requests will be
considered by seniority for each job classification within the scheduling
group.The availability of particular
time frames will be determined by Management based on the needs of the
business.The pre-approved vacation
request and approval process will be administered by seniority according to the
following schedule:

Deadline

Timeframe

Schedule
Posted

November 30

May 15

January 8
– January 7 (following year)

September
1 – January 7 (following year)

December
15

May 31

(c)Following the
November 30 vacation bid, additional requests for available dates between
January 8 and August 31 will be on a first come first serve basis.The same provision will apply following the
May 15 vacation bid for available dates between September 1 and January 7
(following year).

SECTION 9.PAY RATE FOR
VACATIONS

Vacations will be paid at the
straight‑time rate but not less than the wage rate established under the
Fair Labor Standards Act in effect at the time the vacation is taken.All non-tipped employees with five (5) or
more years of service shall receive a $1.00 per hour premium, in addition to
their straight-time rate, for all vacation hours paid and all tipped employees
with five (5) or more years of service shall receive a $1.00 per hour premium
in addition to their appropriate Labor Grade 5 rate for all vacation hours
paid.Those employees in tipped
classifications who have less than five (5) years of service will have vacation
benefits paid at the appropriate Labor Grade 5 rate.

SECTION 10.PAY FOR UNUSED VACATION HOURS AT
TERMINATION OFEMPLOYMENT

(a)All regular Full-Time employees who have been continuously on the
payroll for nine (9) months or longer and who voluntarily terminate their
employment, shall receive payment for all unused vacation hours earned based on
the number of hours worked in accordance with the foregoing applicable formula.

(b)The employee will not lose his/her pro rata vacation allowance in the
case of termination except if terminated for drunkenness, dishonesty or illegal
use or possession of controlled substances.Voluntary terminations will be paid all earned but unused vacation, and
pro rata vacation hours accrued for use in the following year.

SECTION 11.CANCELLATION OF
PRE-APPROVED VACATION

When it is operationally necessary
to cancel a vacation which has been pre-approved by Management, the employee
will be reimbursed for all documented unavoidable loss incurred as a direct
result of the cancellation.

ARTICLE 22 ‑ JURY DUTY AND BEREAVEMENT LEAVE
PAY

SECTION 1.JURY DUTY PAY FOR
REGULAR FULL-TIME EMPLOYEES

All regular Full-Time employees are
eligible for jury duty pay.

(a)The Company will pay an employee for his/her regularly scheduled shift,
while serving on jury duty, provided such time shall not exceed eight (8) hours
in any day or forty (40) hours in any payroll week.Employees shall not be eligible to receive
more than twenty (20) days of jury duty pay in any calendar year.Deductions of jury duty fees will not be made
unless service on the jury exceeds one (1) week.

(b)The Company reserves the right to petition the court to excuse any
eligible employee from jury service when such employee's services are needed by
the Company because qualified replacements are not available or the employee's
absence would result in a hardship on the Company.

(a)Employees bereaved by the death of a member of their immediate family
are granted time off with pay for time necessary to travel to and from the
funeral location and attendance at the funeral.The deceased must have been a member of the immediate family household,
such as spouse, qualified same sex domestic partner, child (step or natural),
mother, father, brother, sister, mother‑in‑law, father‑in‑law,
or grandparent.If a closer than normal
relationship existed between the employee and a person other than those named,
consideration will be given toward payment of the bereavement benefit.

(b)Bereavement leave shall be paid up to a maximum of five (5) days.Payment will be based on the employee's
current rate.The relationship of the
deceased and the location of the funeral must be noted on the request for
bereavement pay status.

(c)An employee will be entitled to receive up to three (3) days of pay for
actual time lost to attend in-state funerals and up to five (5) days of pay for
actual time lost to attend out of state funerals.Additional unpaid time may be granted where
appropriate.

(d)An
employee who is on an authorized leave of absence is not eligible for this
benefit, except in the case of an employee who is on a leave of absence to care
for a person covered above, that employee will be eligible for bereavement pay
in the event of the death of that person.

(f)Unpaid time off, in accordance with (c)
above, will be granted for time necessary to travel to and from the funeral
location and attendance at the funeral of a grandchild.

ARTICLE 23 ‑ PENSION AND WELFARE

SECTION 1.PENSION

(a)All employees will be eligible to participate in the Walt Disney World
Co. and Associated Companies' Retirement Plan.During the term of this Agreement, the employee's portion of
contribution to the Retirement Plan shall be seven (7) cents per hour for all
hours worked, not to exceed forty (40) hours per week.Contributions will be for the second through
and including the fifth year of participation.While this Agreement is in effect, the Company agrees to keep in effect
its presently existing Walt Disney World Co. and Associated Companies'
Retirement Plan.The Plan is and shall
continue to be qualified under the Employee Retirement Income Security Act of
1974, as amended, and shall otherwise conform to applicable laws.However, nothing contained herein shall
constitute or be considered a waiver or forfeiture of any right, power, or
discretion which the Company may have, notwithstanding such laws, rules or
regulations.The Company will pay the
complete contribution for employees in the first year of participation and for
all years after five (5) credited years of participation in the Plan.Vesting requires five (5) credited years of
service.Copies of the Walt Disney World
Co. and Associated Companies' Retirement Plan will be furnished to the Union.

The following schedule is in effect
through the life of this Agreement:

PENSION BENEFIT SCHEDULE AT AGE 65 FOR STRAIGHT LIFE ANNUITY OPTION

Credited Years of
Service

Credited Hours of
Service

Maximum Monthly
Benefit

1

1,500 – 2,250

24.00

1

2,251 or more

36.00

2

3,000 – 3,750

48.00

2

3,751 or more

60.00

3

4,500 – 5,250

72.00

3

5,251 or more

84.00

4

6,000 – 6,750

96.00

4

6,751 or more

108.00

5

7,500 - 8,250

120.00

5

8,251 or more

132.00

6

9,000 - 9,750

144.00

6

9,751 or more

156.00

7

10,500 - 11,250

168.00

7

11,251 or more

180.00

8

12,000 - 12,750

192.00

8

12,751 or more

204.00

9

13,500 - 14,250

216.00

9

14,251 or more

228.00

10

15,000 - 15,749

240.00

10

15,750 or more

252.50

11

16,500 - 17,249

265.00

11

17,250 or more

277.50

12

18,000 - 18,749

290.00

12

18,750 or more

302.50

13

19,500 - 20,249

315.00

13

20,250 or more

327.50

14

21,000 - 21,749

340.00

14

21,750 or more

352.50

15

22,500 - 23,249

365.00

15

23,250 or more

377.50

16

24,000 - 24,749

390.00

16

24,750 or more

402.50

17

25,500 - 26,249

415.00

17

26,250 or more

427.50

18

27,000 - 27,749

440.00

18

27,750 or more

452.50

19

28,500 - 29,249

465.00

19

29,250 or more

477.50

20

30,000 - 30,749

490.00

20

30,750 or more

502.00

21

31,500 - 32,249

514.00

21

32,250 or more

526.00

22

33,000 - 33,749

538.00

22

33,750 or more

550.00

23

34,500 - 35,249

562.00

23

35,250 or more

574.00

24

36,000 - 36,749

586.00

24

36,750 or more

598.00

25

37,500 – 38,249

610.00

25

38,250 or more

622.00

26

39,000 – 39,749

634.00

26

39,750 or more

646.00

27

40,500 – 41,249

658.00

27

41,250 or more

670.00

28

42,000 – 42,749

682.00

28

42,750 or more

694.00

29

43,500 – 44,249

706.00

29

44,250 or more

718.00

30

45,000 or more

730.00

Employees will be notified on an
annual basis of any delinquency in their pension contribution.

(b)Retiree Health Benefits

The Walt Disney World Co. and
Associated Companies' Retirement Plan ("Retirement Plan") provides
for health benefits for certain retired employees.Any employee with an original hire date after
October 29, 1994,
will not be eligible for Retiree Health Benefits.Any employee with a rehire date after October29, 1994, also will not be
eligible for Retiree Health Benefits, except in very limited circumstances
provided below.

Any employee hired prior to October 30, 1994, will be
eligible for Retiree Health Benefits commencing at age 65, if he/she meets the
Service Criterion and retires on or after age 55.The Service Criterion is 20 credited years of
service and 30,000 credited hours of service earned under the Retirement Plan
(or under the Disney Salaried Retirement Plan, The Disneyland and Associated
Companies’ Retirement Plan, or The Walt Disney Productions and Associated
Companies’ Retirement Plan).In order to
be eligible for Retiree Health Benefits, an employee must also be at least age
55 and actually employed by the Company at the time he/she terminates his/her
employment with eligibility for either early or normal retirement under the
Plan.The age 55 requirement will not
apply to an employee whose termination of employment occurs on account of death
or who terminated employment on account of a disability, which entitles him/her
to disability benefits under the Social Security Act.The Retiree Health Benefits provided will be
those provided on the same basis as current active employees.Retiree Health Benefits will also be provided
to the retiree's or deceased employee's eligible dependents in accordance with
the health plan's rules.

An employee who is at least age 60
prior to October 30, 1994, and completes the Service Criterion thereafter, will
receive his/her Retiree Health Benefits commencing at the later age of 62 or at
the time he/she elects to take either early or normal retirement under the
Retirement Plan.An employee who met the
Service Criterion prior to October 30, 1994, will also receive his/her Retiree
Health Benefits commencing at the later age of 62 or at the time he/she elects
to take either early or normal retirement under the Retirement Plan, provided
that such an eligible employee who is under age 60 on October 30, 1994, must
terminate employment with the Company before February 28, 1995.Any employee covered by this paragraph who is
rehired on or after February 28, 1995, and prior to his/her 55th birthday, will
not be entitled to Retiree Health Benefits pursuant to the provisions of this
paragraph.Eligibility, if any, for the
Retiree Health Benefits will be dependent upon fulfilling the requirements of
the second paragraph of the Section, subject to the rehire provisions of the
following paragraph.Any employee
covered by this paragraph who is rehired on or after his/her 55th birthday will
remain entitled to Retiree Health Benefits, under the provisions of this
paragraph upon his/her subsequent retirement.

In general, any employee who
terminates employment with the Company and is rehired on or after October 30, 1994,
will not be eligible for Retiree Health Benefits upon subsequent
retirement.However, a rehire date which
occurs on or after October
30, 1994, will be ignored for purposes of the preceding rule, if
the employee satisfies the requirements of Subsection (1) below and the
requirements of either Subsection (2) or Subsection (3) below.

(a)The employee has completed the Service Criterion prior to his/her rehire
date; and,

(1)The
employee has only one rehire date which occurs on or after October 30, 1994,
and prior to his/her 55th birthday.

(2)The
employee's period of termination of employment immediately prior to the rehire
date is less than 366 days.

(3)The
employee's period of re-employment following his/her rehire date is at least
365 consecutive days during which he/she is credited with at least 750 Hours of
Service under the Retirement Plan.

For purposes of the above rehire
rules, an employee shall not be deemed to have a termination of employment and
shall not be deemed to have a rehire date that occurs on or after October 30,
1994, if the employee's termination of employment is on account of a disability
defined in the Retirement Plan and the employee returns to employment upon
recovery from the disability, or if the employee is laid-off and recalled
within twelve (12) months of the layoff.In such cases and for the purposes of this Section, such employee shall
be treated as if there was no interruption in the continuity of
employment.However, a layoff in excess
of twelve (12) months is deemed a termination of employment as of the first day
of layoff.

SECTION 2. GROUP INSURANCE

(a)During the term of this Agreement, the Company will provide Group
Insurance coverage and Signature Plan coverage to all eligible employees, on
the same basis as provided to non-bargaining unit employees (including salaried
employees) at the Company.It is
understood that all employees in this unit who participate in any Company sponsored
plan(s) do so on the same basis as non-bargaining unit employees (including
salaried employees) generally and that, therefore, future changes in such plans
which are applicable to non-bargaining unit employees (including salaried
employees) generally shall apply equally and automatically to employees covered
under this Agreement.By way of example,
but not limitation, changes in such plan(s) may include termination in
accordance with the plan terms, substitution of, or merger with, another plan
or part thereof, improvements and modifications in the plan(s), creation of new
plan(s), adjustment in contributions, etc...; all subject to the condition that
where the changes apply equally to non-bargaining unit employees (including
salaried employees) generally, the Company will not be obligated to bargain
with the Union.Entitlement to pension
and group insurance benefits shall be determined exclusively by the plan terms
and not by arbitration under this Agreement.

(b)Notwithstanding (a) above, the following
employee contribution rates shall be maintained with no increase for the period
1/1/05 through 12/31/05:

Effective 1/1/05

PLAN

EMPLOYEE

ONLY

EMPLOYEE + SPOUSE

EMPLOYEE + CHILDREN

EMPLOYEE + FAMILY

HMO

$9.54

$26.65

$19.65

$32.77

MED 90

$22.50

$57.00

$47.50

$85.00

MED 80

$10.75

$32.50

$25.50

$48.50

MED 75

$3.00

$11.00

$5.00

$15.00

High Deductible

$2.00

$7.00

$4.00

$10.00

Effective 1/1/06 annual employee contribution
rates for the HMO and Med 75 shall be based on the above 1/1/05 rates and shall not be increased
in weekly dollar amounts greater than the following:

Employee OnlyEmployee
+ SpouseEmployee + ChildrenEmployee + Family

$3.00 per week$12.00
per week$5.00 per week$10.00 per week

Effective 1/1/06 annual employee contribution rates for
the High Deductible, Med 90 and Med 80 shall be based on Salaried contribution
rates as follows:

Year 2--2006Year
3--2007

Not to exceed 90%Not to exceed 95%

(c)Eligible employees shall be defined as employees whose employment status
is Full-Time.Eligible employees
coverage shall become effective the first day of the month following completion
of ninety (90) days continuous service.

SECTION 3.SICK LEAVE

(a)Regular Full-Time employees shall receive sick leave based on the number
ofhours (straight time and overtime
hours exclusive of the overtime premium) up to a maximum of 1800 hours worked
from the date of hire to the end of the calendar year in which hired and for
each succeeding calendar year thereafter.Sick leave earned in the first calendar year of service may not be used
until nine (9) months of continuous service have elapsed from the date of hire
and in no event prior to the beginning of the calendar year following the year
in which employed.With reasonable
notice, regular Full-Time employees may request the use of six (6) days sick
leave per calendar year as personal leave days.Requests will be granted consistent with operational requirements.

(b)The following formula shall apply for the accumulation of paid sick
leave hours each calendar year:

Calendar yearEarned
sick

hours workedleave hours

180048

150040

120032

90024

60016

3008

The maximum amount of sick leave
that may be earned in one (1) calendar year is forty‑eight (48)
hours.Unused sick leave may be
accumulated up to a maximum of 200 work hours; any excess over this amount will
be given to the employee in the form of an automatic payout at the end of the
calendar year.Accrued available sick
leave in excess of ninety-six (96) hours will be paid upon the request of an
eligible employee. Requests for payment will be accepted on an annual basis (by
calendar year). Amounts paid are subject to all required withholdings.At the beginning of each calendar year, after
an employee has completed the eligibility requirement, sick leave shall be made
available for his/her use during that calendar year based on the above‑noted
hour formula in the prior calendar year.Sick leave shall be paid at the rate of pay in effect at the time sick
leave is requested by the employee.In
order to be paid sick leave, the employee must file a request for payment on
the appropriate form and submit the form to his/her supervisor.This must be done within three (3) days after
the employee returns to work.In the
event that three (3) or more consecutive scheduled shifts of sick leave are
applied for, the Company may request a written statement from a physician
certifying as to the nature and length of employee's illness.However, the Company may require proof of
illness in any case if desired and an employee not furnishing such proof will
not be entitled to sick leave pay.Employees will not be entitled to sick leave during vacation or on days
on which they are not scheduled to work.In the event the employee incurs a non‑occupational illness while
at work and is released from the completion of his/her scheduled shift by the
Medical Department, the employee may apply for sick leave covering the unworked
balance of that shift in amounts of one (1) hour.An employee who reports for work after the
start of his/her scheduled shift due to personal illness shall not be entitled
to apply for sick leave pay covering the period between the start of his/her
scheduled shift and the time the employee actually started to work.

(c)Employees who voluntarily terminate and who do not fall in the
categories of drunkenness, dishonesty, or illegal use or possession of
controlled substances will be paid 100% of earned sick leave and one‑half
of accrued sick leave.Terminations for
the three categories listed above will be paid 50% of all earned and none of
the accrued.

If the Company requires an employee
to wear a uniform or costume, it will be furnished at the Company's
expense.Shoes shall be furnished at the
employee's cost even if uniformity is required, provided they are generally
accepted as street wear.

SECTION 2.SAFETY AND
SANITARY CLOTHING AND EQUIPMENT

Where the Company, for safety
purposes, requires the use of protective clothing, shoes, or other safety
devices, other than hair nets and headbands, they will be furnished without
cost to the employees.The Union agrees to require regular Full-Time employees in
those classifications listed in Addendum "A" to use the devices
furnished.

SECTION 3.LAUNDRY AND
CLEANING OF CLOTHING PAID BY COMPANY

The cost of cleaning or laundering
the clothing furnished under this Article shall be paid by the Company.Such clothing and other equipment will at all
times remain the property of the Company and the employee who is issued any of
these items will be fully responsible for seeing that they are properly cared
for.

SECTION 4.PENALTY FOR LOST
CLOTHING OR MISUSE OF CLOTHING AND LOST LOCKER KEYS

Each employee will be required to
sign an authorization for the Company to deduct from wages the amount of money
necessary to replace the employee's company‑furnished uniform in the
event the uniform is not returned when required, or is defaced or is willfully
damaged.An unreturned or lost locker
key will result in a wage deduction in the amount necessary to replace the lock
on an employee's locker.An employee who
willfully defaces, destroys or misuses a company‑furnished uniform is
subject to disciplinary action, including dismissal.

SECTION 5.PERSONAL
APPEARANCE RULES SET FORTH IN WRITING

It is recognized that the Company
may make and enforce rules relating to the personal appearance which must be
set forth in writing and must be reviewed with the Union
prior to implementation.In situations
where an employee exceeds the size limitations of the costume of his/her
current job classification, the Company will make reasonable efforts to
transfer such employee.

SECTION 6.FURNISHED CLOTHING
NOT TO BE WORN OFF WALT DISNEY WORLD PREMISES

Company‑furnished clothing is
not to be worn off Walt Disney World Resort premises outside of employee's
working hours without permission.

ARTICLE 25 ‑ SAFETY AND HEALTH

SECTION 1.COMPANY
RESPONSIBILITY

The Company will continue to make
reasonable provisions for the safety and health of its employees during the
hours of their employment.The Company
agrees that it will furnish and maintain sanitary toilet facilities, washrooms,
lockers and changing quarters for all employees covered by this Agreement.

SECTION 2.EMPLOYEE RESPONSIBILITY

All employees shall obey the
Company's safety and health rules.

SECTION 3.COMPANY ‑
UNION COOPERATION

(a)The
Company and the Union shall cooperate to
further the goal of maintaining safe and sanitary working conditions.The Company may hold safety meetings with
required attendance by every employee covered by this Agreement, on work time,
as a means of improving safety and educating employees in safe practices.A Union Representative may attend such meetings.

(b)The Company and the Union recognize the
importance of a safe and violence free work environment.In this regard, both parties agree to work
cooperatively to prevent and address potential work place violence issues.

SECTION 4.EXAMINATIONS

(a)The Company and the Union acknowledge
that the provisions of the Americans with Disabilities Act, as well as parallel
state legislation, apply to employees working under this Agreement.In this regard, the Company and the Union commit to meet to resolve potential conflicts
between the Americans with Disabilities Act and the Agreement.

(b)Applicants for employment with the Company may be required to undertake
a post-offer, conditional-employment medical examination.Examinations will be conducted by a licensed
physician designated and paid for by the Company.

(c)Employees may be required by the Company to submit to a medical or
psychological examination at the Company's expense in the following situations:

(1)When the Company needs to determine whether an employee is able to
perform the essential functions of a position with or without accommodation
and/or whether the employee can perform the essential functions of a position,
with or without reasonable accommodation, without directly threatening his/her
health or safety or that of others;

(2)When the Company concludes that it must determine whether reasonable
accommodation is required or where an employee has requested accommodation,
including the nature and extent of such accommodation;

(3)When the Company concludes it must acquire medical advice to determine
whether a local, state, or federal health or safety standard can be satisfied;

(4)When the Company is obligated by law to assess, monitor and/or maintain
a record of an employee's health status.

(d)Pursuant to Section 2 above, the Company reserves the right to require
an employee to undergo an examination by a licensed physician or certified
health care provider designated by the Company at the Company's request.If the employee disagrees with the medical
opinion of the Company-designated physician or certified health care provider,
the employee may select, at his/her expense, a physician or appropriate
certified health care provider to conduct the Company-required medical or
psychological examination.The results
of that examination must be submitted to the Company-designated physician for
concurrence.In the event the two
physicians cannot agree, the Company and the employee shall select a third
physician from a panel of three physicians supplied by the Company.The cost of the third physician will be paid
by the Company.

(e)Employees whom the Company determines are not able to perform the
essential functions of a position, with or without reasonable accommodation, or
who pose a direct threat that cannot be reasonably accommodated will be
considered for reassignment to vacant positions for which they meet the minimum
qualifications.The Company shall not be
required to create "light duty" positions for permanently disabled
employees.In those instances where reassignment
or other reasonable accommodation is not available, the employee may be
terminated or placed on an appropriate leave of absence.

(f)Employees enrolled in the Limited Work Program shall continue to be
covered by the provisions of the collective bargaining agreement.

(g)An employee's rights to disability, workers' compensation, or other
benefits which are administered independently of this Agreement shall be
determined exclusively by the plan terms and laws governing those benefits and
not by arbitration under this Agreement.

SECTION 5.UNION/MANAGEMENT
SAFETY COMMITTEE

A joint safety committee comprised
of hourly and Management representatives will be formed in each resort property
and each theme park division.The number
of representatives may vary by area but will consist of at least four (4)
representatives.The Union
and the Company will each select fifty percent (50%) of the committee.The Company selections shall include at least
one (1) Management representative.All
hourly representatives shall be selected from a sign-up list posted in the
affected work areas. The Company and the Union
shall each designate a Co-chair for the committee.Upon formation, each committee will establish
individual committee procedures and meeting schedules.

The role of the committee will be
the following:

(a)Evaluation of health and safety issues through means such as, but not
limited to, examination of records, inspections, and employee interviews;

(c)To meet with and make recommendations to the G.M./Director with
operational responsibility for the area in question regarding (a) and (b)
above.

The Company will provide four (4)
hours of paid training per year for each committee representative and an
additional eight (8) hours for the Union Co-chair.Such training will be mutually agreed upon by
the Company and the Union.

SECTION 6.IMMINENT DANGER

No employee shall be compelled to
perform work or operate equipment that poses an imminent danger to life or
serious physical harm to himself/herself.

ARTICLE 26 ‑
WORK BY SUPERVISORS

It is recognized that the
duties of a supervisor are, as the designation implies, largely of a supervisory
nature.Accordingly, supervisors shall
not perform work such as that performed by the employees as herein defined,
except:

(a)For
emergency purposes.

(b)In
the instruction and training of employees or supervisors.

(c)Work
of an experimental nature.

(d)Testing
materials and production.

(e)Start‑up
and closing‑down of operations.

(f)To
protect Company property and/or to ensure the safety of guests and/or

Work by supervisors as described by the provisions of this
Article is not intended as a means by which the Company may eliminate any
bargaining unit position(s) or shift(s).In the event the Union believes that the provisions of this Article have
been violated, the Union may request an
immediate meeting to resolve the matter with the appropriate representative of
Management and the Director of Employee Relations.All grievances arising over an alleged violation
shall be subject to the provision of Article 19 – Grievance Procedure.

ARTICLE 27 ‑
EMERGENCY WORK AND RUNNING REPAIRS

BY EMPLOYEES

SECTION 1.EMERGENCY WORK

Any employee may be requested to
perform emergency work, which includes any situation endangering other persons
or which might result in property damage.

SECTION 2.RUNNING REPAIRS

Running repairs may be performed by
operating personnel covered by this Agreement, or by personnel regularly
assigned to the department where the need for such repairs occurs.Running repairs are generally defined as
minor maintenance repairs or adjustments which can be done without a cessation
of normal operations, or where such repairs or adjustments can restore such equipment
or unit to operation without an extended shut‑down.

ARTICLE 28 ‑
BULLETIN BOARDS

The Company shall provide bulletin
boards in all areas which are frequented by employees for the posting of
official Union notices and a list thereof.The board shall be covered with glass and under lock and free of
obstructions.A master key shall remain
in the possession of a Department Head with copies provided to each affiliate Union of the Service Trades Council.These boards shall be used for the display of
the following notices:Union meetings,
Union appointments, Union elections and official Union social affairs and any
Company‑issued information.It is
agreed that no Union matter of any kind shall be posted in and about the
premises of Walt Disney World Resort except on said Boards.It is agreed by the Union
and Management that it is the responsibility of each employee to be
knowledgeable of notices posted.All
such Union notices shall bear a posting and a removal date.

ARTICLE 29
- SUBCONTRACTING

During the term of this Agreement,
the Company agrees that it will not subcontract work for the purpose of evading
its obligations under this Agreement.However, it is understood and agreed that the Company shall have the
right to subcontract in the following instances and will give notice of such
subcontracting to the Union when possible:

(a)Where some work is required to be sublet to maintain a legitimate
manufacturer's warranty; or

(b)Where the subcontracting of work will not result in the termination or
layoff, or the failure to recall from layoff, any regular Full-Time employee
qualified and classified to do the work; or

(c)Where the employees of the Company lack the skills or qualifications or
the Company does not possess the requisite equipment for carrying out the work;
or where

(d)Because of size, complexity or time of completion, it is impractical or
uneconomical to do the work with Company equipment and personnel.

ARTICLE 30 ‑
INTERPRETATION

The parties hereto may interpret,
alter or amend this Agreement by mutual action in writing, and no individual
employee shall have cause to complain therefore, it being understood that any
interpretation or arrangement mutually satisfactory to the parties hereto shall
be binding upon all individual employees, whether such action be prospective or
retroactive.

ARTICLE 31 ‑ SEVERABILITY

It is not the intent of either party
hereto to violate any laws or any rulings or regulations of any governmental
authority or agency having jurisdiction of the subject matter of this Agreement
and the parties hereto agree that in the event any provisions of this Agreement
is held or constituted to be void as being in contravention of any such laws,
rulings or regulations, nevertheless, the remainder of the Agreement shall
remain in full force and effect, unless the parts so found to be void are
wholly inseparable from the remaining portion of this Agreement.

ARTICLE 32 ‑
TERM OF AGREEMENT

SECTION 1.TERM

This Agreement and any further
amendment or supplement hereto shall be in full force and effect from
May 2, 2004 through April 28, 2007, and from year to year thereafter,
subject to the right of either party to terminate the same at the anniversary
of April 28 following April 28, 2007, upon the giving of written notice of
termination not later than sixty (60) days next preceding the effective date of
such termination.

SECTION 2.COMPLETE AGREEMENT

The parties acknowledge that during
the negotiations which resulted in this Agreement, each had the unlimited right
and opportunity to make demands and proposals with respect to any subject or
matter not removed by law from the area of collective bargaining, and that the
understandings and agreements arrived at by the parties, after the exercise of
that right and opportunity, are set forth in this Agreement.Therefore, the Company and the Union, for the
life of this Agreement, each voluntarily and unqualifiedly waives the right and
each agrees that the other shall not be obligated to bargain collectively with
respect to any subject or matter referred to or covered in this Agreement,
except as provided specifically in Section 2 of this Article, or with respect
to any subject or matter not specifically referred to or covered in this
Agreement, even though such subjects or matters may not have been within the
knowledge or contemplation of either or both of the parties at the time that
they negotiated or signed this Agreement.

IN WITNESS WHEREOF, the parties have
caused this Agreement to be executed and effective as of the day and year first
above written.

FOR THE SERVICE TRADES COUNCIL UNION:

/s/ Joseph P. Condo

(Joseph P. Condo)

Service Trades Council President

Transportation Communications
International Union, Local 1908

AFL-CIO

/s/ Margie
Engels

Service Trades Council Union
Secretary

UNITE HERE! Local 737

AFL-CIO

/s/ Brian J. Lawlor

(Brian J. Lawlor)

Service Trades Council Treasurer

International Alliance of Theatrical Stage Employees, Local
631

AFL-CIO

/s/ Donna-Lynne Dalton

(Donna-Lynne Dalton)

Service Trades Council Vice President

International Brotherhood of
Teamsters, Local 385

AFL-CIO

/s/ Edward K. Chambers, Jr.

(Edward K. Chambers, Jr.)

Service Trades Council Vice President

United Food & Commercial Workers,
Local 1625

AFL-CIO

/s/ Morty Miller

(Morty Miller)

Service Trades Council Vice President

UNITE HERE! Local 362

AFL-CIO

FOR THE AFFILIATED SERVICE TRADES COUNCIL UNIONS:

/s/ Herb Rutland

Herb Rutland, President

UNITE HERE!
Local 737

AFL-CIO

/s/ Tracy
Pevehouse

Tracy
Pevehouse, Vice President

UNITE HERE!
Local 737

AFL-CIO

/s/ Morty
Miller

Morty Miller, President

UNITE HERE! Local 362

AFL-CIO

UNITE HERE! Local 362 Negotiating
Committee:

Richard Hatch, Attractions, Disney’s
Animal Kingdom

Robert Moszenberg, Attractions, Epcot

Angelo Rubino, Custodian, Epcot

Leroy Sprouse, 3rd Shift
Custodian, MagicKingdom

Christine Walden, Vacation Planners,
Disney’s MGM-Studios

/s/ Gary Lamboy

Gary Lamboy, District Chairman

Transportation Communications
International Union, Local 1908

AFL-CIO

/s/ Randall S.
Sluder

Randall S. Sluder, District President

Transportation Communications
International Union, Local 1908

AFL-CIO

/s/ Dennis Hus

Dennis Hus, Business Agent

International Alliance of Theatrical Stage Employees, Local
631

AFL-CIO

Pat DonAroma, Assistant Business
Agent

International Alliance of Theatrical Stage Employees, Local
631

AFL-CIO

/s/ Juleeann
Jerkovich

Juleeann Jerkovich,
Secretary-Treasurer

United Food & Commercial Workers,
Local 1625

AFL-CIO

/s/ Mike
Stapleton

Mike Stapleton, President

Donna-Lynne Dalton, Recording Secretary

Walt Howard, Business Agent

International Brotherhood of
Teamsters, Local 385

AFL-CIO

International Brotherhood of
Teamsters, Local 385 Negotiating Committee:

Betty Price

Melanie Polson

Rusty D. Reynolds

FOR THE INTERNATIONAL UNIONS:

Bruce Raynor

General President

John W. Wilhelm

President/Hospitality Industry

UNITE HERE!

AFL-CIO, CLC

Robert A. Scardelletti

International President

TRANSPORTATION COMMUNICATIONS
INTERNATIONAL UNION

AFL-CIO, CLC

Thomas C. Short

International President

INTERNATIONAL ALLIANCE OF THEATRICAL STAGE EMPLOYEES

AFL-CIO, CLC

James P. Hoffa

International General President

INTERNATIONAL BROTHERHOOD OF
TEAMSTERS

AFL-CIO, CLC

FOR THE COMPANY:

/s/ Stephen C. Eisenhardt

(Stephen C. Eisenhardt)

Vice President

Employee Relations and Health
Services

WALT DISNEY WORLD CO. NEGOTIATING COMMITTEE:

Barry Carlson

Ed Caudill

Sylvie Constantin

Sue Davis

Deke DeLoach

Brian Dreibelbis

Steve Eisenhardt

Hank Holden

Phil Holmes

Terry Johnson

Doug Lord

Jim MacPhee

Ken Mercer

Kent Mitchell

Kevin Myers

Michael O’Grattan

Joanne Palmer

Brad Rex

Rosemary Rose

Steve Schreiber

Tim Sypko

Clint Thomas

Zonia Wynns

Debby Zutter

WALT DISNEY WORLDADDENDUM
“A”Effective
May 2, 2004 –

Job
Classifications and Labor Grade StructureOctober 2, 2004

Non-Tipped
Classifications

Occ Code

Job
Classification

Labor Grade

Occ Code

Job
Classification

Labor Grade

015

Adv
Laundry Asst

6

335

Hair
Makeup Spec Sr

20

252

Advanced
Rescue Patrol

8

027

Hat
Specialist I

13

500

Batch
Tunnel Op

12

026

Hat
Specialist II

10

2I0

Bus
Driver 7

11

696

Hat
Stitcher/Sewer 2

3H

585

Bus
Driver 2

13

340

Horseshoer

2F

586

Bus
Driver 3

16

625

Hospitality
H/H

3

961

Character
Greeter

3

360

Housekeeping
H/H

3

965

Character
Performer 1

9

277

Housekeeping
Inspector H/H 2

3C

967

Character
Performer (TR)

5

3T0

Houseperson

3

065

Chef
Asst

20

029

Innoventions
Presenter H/H

3I

286

Concierge
H/H

8

425

Laundry
Asst

4

575

Construct
Sewing Spec I

11

626

Laundry
Flying Squad

8

576

Construct
Sewing Spec II

9

435

Laundry
Helper

3

577

Construct
Sewing Spec III

7

440

Laundry
Specialist

8

005

Cook
1

16

205

Lifeguard-Deep
Water

7

115

Cook
2

10

001

Lifeguard-Shallow
Water

4

565

Costume
Asst I

10

031

Milliner

20

566

Costume
Asst II

8

945

Monorail
H/H 1

8

567

Costume
Asst III

6

977

Monorail
H/H 2 3

10

255

Costume
CAM Specialist I

1C

946

Monorail
H/H 3 4

12

260

Costume
CAM Specialist II

22

947

Monorail
H/H 4 5

13

940

Costume
H/H

3

570

Op
Sewing Spec I

10

090

Costume
Spec

6

571

Op
Sewing Spec II

8

125

Costume
Spec Sr

8

572

Op
Sewing Spec III

6

272

Costuming
First Hand I

3K

080

Pastry/Bakery
Chef Asst

20

276

Costuming
First Hand II

22

081

Pastry/
Bakery Cook I

16

100

Cowboy/Girl

10

082

Pastry/Bakery
Cook 2

10

110

Cowboy/Girl
Helper

7

605

Ranch
Specialist

19

105

Cowboy/Girl
Sr

16

345

Resort
Guest Service H/H

8

135

Custodial
H/H

3

392

Rigger

1G

1T5

Custodial
H/H (TCU)

3

690

Sales
H/H

3

688

Data
Maintenance 2

3G

556

Sales
H/H (Personalization) 2

3G

271

Data
Maintenance (Floral) 2

4C

390

Stage
Tech 1

1C

96F

Floral
H/H

4

795

Stage
Tech 2

1D

265

Floral
Designer

8

790

Stage
Tech 3

1E

270

Floral
Designer, Sr

13

800

Stage
Tech 4

16

632

Floral
Sales H/H

5

805

Stage
Tech 5

3

300

Floral
Specialist

16

375

Style
Shop Opr

1A

280

Food/Bev
H/H

3

1T6

Utility
Custodial H/H 2

3A

290

Food/Bev
Steward

3

136

Utility
Custodial H/H (TCU) 2

3A

008

Food
Service H/H (QSR)

3P

037

Vacation
Planner

8

975

Friendship/Sassagoula
H/H 1

3

978

Watercraft
H/H 1

10

980

Friendship/Sassagoula
H/H 2 3

10

979

Watercraft
H/H 2 3

12

022

Garment
Cutter I

15

955

Watercraft
H/H 3 6

14

021

Garment
Cutter II

10

960

WDW
H/H

3

336

Hair/Makeup
Assoc

16

96T

WDW
H/H (CE)

3

330

Hair/Make-Up
Spec

1A

96I

WDW
H/H (Parking)

3

1 After one year at LG 5

4After two years of
transportation experience

2Premium pay is included.This occ code is only to be used

5After five years of
transportation experience

when 50% or more of the time is spent in these

6After five years of WDW boat
experience

7Bus Drivers are hired at the year 1 rate
($7.98) and receive their

classifications.

3
After
one year of transportation experience

first increase on their next anniversary

WALT DISNEY WORLDADDENDUM
“A”Effective May 2, 2004 –

Job
Classifications and Labor Grade StructureOctober 2, 2004

Tipped
Classifications

Flat Rate ScheduleTipped
Progression Schedule

Occ Code

Job
Classification

Labor Grade

Occ Code

Job
Classification

Labor Grade

715

Banquet
Fac H/H (T) (Houseperson)

T-D

045

Banquet
Fac H/H (T)(Houseperson)

T-3

705

Banquet
Svc H/H (T)

T-C

050

Banquet
Svc H/H (T)

T-1

7XX

Banquet
Svc H/H (T) 7i

T-C

03X

Banquet
Svc H/H (T) 7i

T-1

305

Bev
Asst (T)(Barback)

T-E

292

Bev
Cart H/H (T)

T-1

291

Bev
Cart H/H (T)

T-A

57X

Bev
Cart H/H (T) 7i

T-1

56X

Bev
Cart H/H (T) 7i

T-A

351

Bev
Captain (T)

T-6

723

Bev
Captain (T)

T-H

26X

Bev
Captain (T) 7i

T-6

25X

Bev
Captain (T) 7i

T-H

035

Bev
H/H (T)(Bartender)

T-5

725

Bev
H/H (T)(Bartender)

T-E

05X

Bev
H/H (T) 7i

T-5

70X

Bev
H/H (T) 7i

T-E

275

Food/Bev
Asst (T)(Busser)

T-5

720

Food/Bev
Captain (T)

T-D

295

Food/Bev
Captain (T)

T-4

29X

Food/Bev
Captain (T) 7i

T-D

72X

Food/Bev
Captain (T) 7i

T-4

740

F&B
Dinner Show Svr (T)

T-A

282

F&B
Dinner Show Svr (T)

T-1

28X

F&B
Dinner Show Svr (T) 7i

T-A

30X

F&B
Dinner Show Svr (T) 7i

T-1

700

Food/Bev
Svc H/H (T)

T-A

285

Food/Bev
Svc H/H (T)

T-1

730

Hosp
Svc H/H (T) (Bellmen & Valet)

T-B

350

Hosp
Svc H/H (T) (Bellmen & Valet)

T-2

710

Special
Svc H/H (T) (Room Svc)

T-C

775

Special
Svc H/H (T) (Room Svc)

T-3

All
tipped employees hired prior to October 30, 1988 that reclass to another tipped position
will remain in the progression schedule.

Tipped
employees hired on or after October
30, 1988 that reclass to another tipped position will transfer at
the appropriate rate in

the
Flat Rate Schedule.

WALT DISNEY WORLDADDENDUM “A”Effective May 2, 2004 –

Job
Classifications and Labor Grade StructureOctober 2, 2004

Full time
Cast Members hired on or before 12/12/98 – Tier 1 (005)

Non-Tipped
Structure

Labor Grade

Year 4

Year 5

Year 6

3

$9.87

$10.76

$11.12

4

$9.99

$10.87

$11.24

5

$10.14

$10.99

$11.36

6

$10.27

$11.11

$11.50

7

$10.39

$11.22

$11.62

8

$10.53

$11.36

$11.74

9

$10.72

$11.54

$11.93

10

$10.93

$11.72

$12.13

11

$11.10

$11.92

$12.33

12

$11.30

$12.08

$12.50

13

$11.50

$12.27

$12.69

14

$11.75

$12.52

$12.94

15

$12.02

$12.77

$13.20

16

$12.36

$13.06

$13.52

19

$13.32

$13.99

$14.47

1A

$12.75

$13.44

$13.89

1C

$17.69

$17.72

$18.33

1D

$15.29

$16.01

$16.55

1E

$13.79

$14.59

$15.09

1G

$20.61

$21.08

$21.08

20

$13.66

$14.27

$14.77

22

$14.83

$15.38

$15.92

2F

$18.60

$18.25

$18.88

3A

$10.17

$11.06

$11.42

3C

$10.37

$11.26

$11.62

3G

$10.37

$11.26

$11.62

3H

$10.14

$11.01

$11.37

3I

$10.87

$11.76

$12.12

3K

$18.19

$18.22

$18.83

3P

$9.87

$10.76

$11.12

4C

$10.50

$11.37

$11.74

Tipped
Structure

Flat StructureProgression Structure

Labor Grade

Flat Rate

Labor Grade

Max

T-A

$2.50

T-1

$3.50

T-B

$3.00

T-2

$4.05

T-C

$3.15

T-3

$4.25

T-D

$3.50

T-4

$4.55

T-E

$4.40

T-5

$5.10

T-H

$4.75

T-6

$5.45

All
tipped employees hired prior to October 30, 1988 that reclass to another tipped position
will remain in the pro